The Manchester Institute for Psychotherapy (MIP) promotes an active engagement with difference and therefore seeks to provide a framework for the professions of psychotherapy and psychotherapeutic counselling that allows competing and diverse ideas and perspectives on what it means to be human to be considered, respected and valued.
The Manchester Institute for Psychotherapy is committed to addressing issues of prejudice and discrimination in relation to the mental wellbeing, political belief, gender and gender identity, sexual preference or orientation, disability, marital or partnership status, race, nationality, ethnic origin, heritage identity, religious or spiritual identity, age or socio-economic class of individuals and groups.
The Manchester Institute for Psychotherapy keeps its policies and procedures under review in order to ensure that the realities of discrimination, exclusion, oppression and alienation that may form part of the experience of its members, as well as of their clients, are addressed appropriately. MIP seeks to ensure that the practice of psychotherapy is utilised in the service of the celebration of human difference and diversity, and that at no time is psychotherapy used as a means of coercion or oppression of any group or individual.
The Manchester Institute for Psychotherapy recognises and values diversity and difference and as a result, it is working actively to ensure that its services are non discriminatory in nature.
This Policy was developed with reference to all current Government legislation and guidelines to good practice.
This Policy applies to the whole organisation and includes all members.
The Institute Director is responsible for ensuring that this Policy is implemented in all aspects of the Institute’s operations.
The Quality & Ethics Committee is responsible for the monitoring and review of this Policy and for evaluating its effectiveness.
All staff members, trainers and therapists of the Institute have a responsibility for implementing all aspects of this Policy within the area they manage, and for ensuring that effective monitoring and review systems are maintained.
PERIOD OF REVIEW
This policy will be reviewed annually by the Quality and Equality Committee.
The Institute will develop an inclusive learning culture which widens participation and raises achievement for all.
Reasonable adjustments will be anticipated and implemented to promote access to provision for groups and/or individuals with particular needs.
HARASSMENT AND BULLYING POLICY AND PROCEDURES
It is the intention of MIP that all members, clients and visitors are treated with respect, courtesy and integrity whilst involved in any aspect of the Institute. To this end, the Institute will seek to provide a safe and supportive environment in which everyone is able to study or work to the best of their abilities, free from harassment, bullying or intimidation or fear of these. MIP will not tolerate any behaviour from members, clients or visitors which may constitute harassment. Members, clients and visitors have the right to complain about behaviour they find unacceptable and may take informal or formal action as set out in this Policy to end harassment.
RESPONSIBILITIES AND DUTIES
The Director has the overall responsibility for creating an environment and ethos which maintains the dignity of all members of the Institute and for setting standards and taking action, including disciplinary, to ensure that this Policy is implemented.
Harassment can take many forms and it may involve action, behaviour, comment or physical contact which is found to be objectionable or which causes offence. It can include both physical and verbal violence. Harassment is always unwanted, unreasonable and offensive and can result in the recipient feeling threatened or humiliated as well as being physically and/or mentally abused. Such conduct creates an environment which can be intimidating, hostile or humiliating for the recipient.
People can be subject to harassment on a wide variety of grounds, including their:
- disabilities, sensory impairments, learning difficulties, mental or physical ill-health
- ethnic origin, nationality or skin colour
- gender or marital status
- sexual orientation
This list is not exhaustive. Anyone who is perceived as different, or who is in a minority, or who lacks organisational power, runs the risk of being harassed. Thus, health, physical characteristics, personal beliefs and numerous other factors may lead to harassment.
EQUALITY AND DIVERSITY STATEMENT
MIP is committed to promoting equality, inclusion and diversity and works to ensure that its processes are fair, transparent, objective and free from discrimination. MIP expects that these values are upheld by any person involved with MIP.
This policy is regularly reviewed every 18 months and updated a minimum of every 36 months as necessary.