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Equal Opportunities Policy

British Association of Dermatologists

Equality, diversity and inclusion policy

The British Association of Dermatologists is opposed to all forms of prejudice and discrimination. We are committed to promoting equality, diversity and inclusion for our existing and future members, staff, patients and other affiliates and stakeholders.

Our core belief is that everyone should be treated fairly and equitably - without favour or prejudice - regardless of age, disability, gender reassignment, marriage and civil partnership status, race, religion or belief, sex, or sexual orientation.

As a charitable organisation, we commit to meeting the requirements of the Equality Act 2010 and the Human Rights Act 1998.

Our aim is to be a fully inclusive organisation where diversity is celebrated and championed and where no form of discrimination, intimidation, bullying or harassment is tolerated.

Our Skin Diversity Sub-committee is responsible for our work around ethnic inclusivity across the association and continues to make tangible improvements to our organisational culture, from our patient materials to supporting colleagues in the NHS. In addition, our Officers’ Board and Executive Committee champion diversity across the organisation from top to bottom.

Our aim is to expand our equality, diversity and inclusivity programme to identify and address barriers to inclusion across the nine protected characteristics under the Equality Act 2010 (age, disability, transgender, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation) and we commit to creating appropriate organisational structures to support the effective implementation of this policy.

As part of this work, we will gather necessary data to support the implementation of this policy and to enable monitoring to be carried out consistent with maintaining appropriate or necessary confidentiality and compliance with the General Data Protection Regulation.

Our Members

Members are expected to adhere to our Code of Conduct, which provides guidance on expected behaviour and clearly sets out the standards of conduct that support our values in the work conducted as members of the association. Our behaviour principles are:

1          Be professional
2.         Be accountable
3.         Be kind
4.         Be representative
5.         Respect others

We want our board and committees to be fully inclusive, and we actively encourage nominations from all ethnicities, ages and backgrounds, and reflecting the protected characteristics outlined above. Diversity on the Board and Committees is critical to our success, as this helps to provide a more inclusive environment for our members. We will ensure that those who make decisions regarding appointments to committees, panels and similar bodies are aware of and adhere to this policy and its practical implications for selection and appointment.

To carry out our duties, we may collect data that helps us ensure our activities and services are delivered in a fair way that balances the needs of diverse groups. This includes the collection of demographic data to help us ensure, for example, that our committees and Board reflect the diversity of our membership.

We commit to managing our activities in a way that is free from bias.  This will apply to all the ways in which we operate as:

  • a professional organisation
  • a provider of education and training
  • a standard setter
  • a provider of information to healthcare professionals at all levels, patients, the public, and other stakeholders
  • an employer, contractor and supplier of services

Acts of unlawful discrimination will not be tolerated and all complaints or incidents of such alleged behaviour that are within the association’s remit will be treated with necessary confidentiality and investigated and any appropriate action taken.

Our Employees and Volunteers

All employees and volunteers are expected to conform to the requirements of our Dignity At Work policy.

We are committed to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • Oppose and avoid all forms of unlawful discrimination, such as against those under the Equality Act 2010 protected characteristics. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, members, suppliers and the public
  • Investigate complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, members, suppliers, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to immediate dismissal without notice.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • Review employment practices and procedures when necessary to ensure fairness, and make updates to take account of changes in the law.
  • Monitor the make-up of the workforce, which may include information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims outlined above.


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