For all members of the Society of Garden and Landscape Designers

The SGLD is committed to encouraging equality, diversity and inclusion among our membership and eliminating unlawful discrimination.

The aim is for our membership to be truly representative of all sections of society and our customers, and for each member to feel respected and able to perform at their best.

The SGLD membership - in providing Garden and Landscape Design and associated services - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• Provide equality, fairness and respect for all members, regardless of level of membership.
• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
• Oppose and avoid all forms of unlawful discrimination. This includes in membership; eligibility, support and mentorship, registration process, access to training and development, representation, or any other aspect of membership.

The SGLD commits to:

• Encourage equality, diversity and inclusion in the Society, as they are good practice and make professional sense.
• Create a culture in the Society free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members are recognised and valued. This commitment includes informing members of the Society about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include members conducting themselves in a manner that supports the Society in providing equal opportunities, and preventing bullying, harassment, victimisation and unlawful discrimination.
• All members should understand they, as well as the Council, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their membership, against fellow members, customers, suppliers and the public.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by members, customers, suppliers, visitors, the public and any others in the course of the Society’s activities, and members’ own practices.
• Details of the Society’s grievance and disciplinary policies and procedures can be found at SGLD Complaints Procedure. This includes with whom a member should raise a grievance.
• Such acts will be dealt with as misconduct under Section 1.5 of the SGLD’s Code of Conduct*, and appropriate action will be taken.
• Make opportunities for training, development and progress accessible to all members, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the standing and professionalism of the organisation.
• Decisions concerning members being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)*
• Review membership practices and procedures annually to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the membership regarding 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 and commitments set out in the equality, diversity and inclusion policy. This will primarily take the form of a survey of the membership every 2 years.
• Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.