Equality, Diversity and Inclusion Group Terms of Reference

Approved by the Assembly Trustees in February 2024.

Purpose

The Church of Scotland Equality, Diversity and Inclusion (EDI) Group exists to raise awareness of and offer advice on EDI issues in all areas of the life of the Church.

Remit

The remit of the Equality, Diversity and Inclusion Group is to

  • offer assistance and advice to the Assembly Trustees in the development of strategies, programmes and projects on matters of Equality, Diversity and Inclusion
  • promote and develop work to improve awareness and understanding around issues of Equality, Diversity and Inclusion in the Church of Scotland
  • report to the Assembly Trustees on progress made in discharging the remit

Our definitions and understanding of Equality, Diversity and Inclusion:

Equality and equity

Our Theological understanding:

Equality from a biblical perspective means recognising that all humans are created alike in the image of God (Genesis 1:26-28). All humans have equal dignity in the eyes of God (Psalm 8). All humans deserve respect, and all humans are equally loved by God (John 3:16). Christians are called to love their neighbour as themselves (Mark 12:31). In Jesus we are one and the divisions of this world are broken down (Galatians 3:28). We are called to a form of discipleship marked by justice, fairness, acceptance and love (Amos 5:24; Psalm 89:14; Luke 4:18-19; John 15:12).

The Equality and Human Rights Commission defines equality in a way that incorporates principles of equity:

“Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents.

It is also the belief that no one should have poorer life chances because of the way they were born, where they come from, what they believe, or whether they have a disability.

Equality recognises that historically certain groups of people with protected characteristics such as race, disability, sex and sexual orientation have experienced discrimination.”

Equity focuses on what is needed to support people with different needs and circumstances to achieve equality of outcomes as well as of opportunity.

Protected Characteristic

The Equality Act 2010 protects against discrimination, harassment and victimisation on the grounds of:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

The Fairer Scotland Duty 2018 establishes a duty for particular public bodies in Scotland to actively consider how they can reduce inequalities of outcome caused by socioeconomic

disadvantage. Whilst socio-economic duty is not defined as a protected characteristic under the Equality Act, and the Fairer Scotland Duty does not apply to the Church of Scotland, we recognise addressing poverty as a key intersection of wider EDI work.

Diversity

A fundamental feature of the body of Christ is unity-in-diversity (1 Corinthians 12) With regard to the work of EDI, diversity simply means a range of difference. In the context of diversity and inclusion, diversity means that the makeup of an organisation is diverse up and down the line, and the value of those differences is appreciated.

Inclusion

“A sense of belonging: feeling respected, valued for who you are; feeling a level of supportive energy and commitment from others so that you can do your best” We might describe this in terms of “homefulness”. The theme of “homefulness” stresses both being with and belonging with God and being with and belonging with the neighbour in community.

The principle of inclusion and belonging (inclusion being that which the law insists upon; belonging being a willingness to love our neighbour. Both are required), implies actively inviting people into your environment, and consciously ensuring that your environment doesn’t exclude people because of their race, gender, disability, age, faith, gender identity, sexual orientation, caring responsibility (or another characteristic).

Inclusive environments are:

  • Safe
  • Accessible
  • Caring and supportive
  • Ones which value diversity
  • Faithful

Accessibility

Accessibility is in the experience of the beholder, which is why it is important to listen to and understand a range of perspectives. Examples of how people with various access needs may experience accessible environments would include:

  • Wheelchair and scooter users can easily access buildings and facilities
  • The needs of people with limited mobility and dexterity issues are considered (e.g. distances to walk, length of standing time, seating arrangements)
  • D/deaf people or those with hearing impairments can participate without undue discomfort (e.g. acoustics considered, hearing loops in place and working, captions on videos, stenographer / BSL interpreters provided where needed)
  • People with learning disabilities or communication issues have accessible, clear information and ways of participating
  • People feel that their needs are acknowledged, and where possible, met.

Accountability and Governance

The EDI Group is accountable to the Assembly Trustees.

The Assembly Trustees will provide oversight to ensure that the EDI Group is acting in accordance with its remit. Minutes of EDI Group meetings will be prepared in line with the guidance issued by the Legal Questions Committee and will be sent to the Assembly Trustees once approved.

The EDI Group will develop a strategy with the Assembly Trustees, which can be revised and refreshed on an annual basis.

The EDI Group will produce an annual work plan listing its goals and anticipated activity, for agreement by the Assembly Trustees.

The EDI Group shall report to the Assembly Trustees once a year to report on progress and delivery of the previous work plan and to seek approval for future work.

The Assembly Trustees may direct the EDI Group to undertake projects or consider Church of Scotland policies or practices where they have a connection to EDI Issues.

Membership

Members of the Group shall be appointed in accordance with a system approved by the Assembly Trustees and the Nomination Committee.

The Group will comprise the following:

  • A Convener
  • A Vice-Convener
  • One or Two Assembly Trustees
  • Nine further members

The proposed membership for the year from GA2024-2025 is:

Assembly Trustee: Jennifer MacDonald.

Term ending GA 2025 Term ending GA 2026 Term ending GA 2027

Shuna Dicks

Mandy Ralph* (Convener)

Gordon Strang

Tamsin Munro* (Vice-Convener)

Elijah Obinna

Malcolm McIntyre

Deanna McCartney

Katrona Templeton

Graeme Shaw

Mark Cooper*

Kay Keith*

 -

* = not eligible for reappointment

Meetings

Meetings shall be held six times a year. Meetings will be held online with the exception of the first meeting after the General Assembly, which will be held onsite. The quorum for the meeting is five.

The EDI Group may establish project groups or task groups in line with the strategy and work plan agreed with the Assembly Trustees. Any project groups or task groups shall be convened by a member of the EDI Group, but may include co-opted members as determined by the EDI Group.

Roles and Responsibilities

Convener

  • Lead the EDI Group
  • Provide vision and direction
  • Chair EDI Group meetings and set meeting agenda
  • Report to the Assembly Trustees and support related issues of governance and accountability

Vice Convener

  • Support the Convener in their roles
  • Deputise for the Convener in their absence
  • Represent the EDI Group to other parts of the Church of Scotland and support the communication of EDI objectives and outcomes.

Assembly Trustee

  • Advise EDI Convener and Vice Convener in their roles
  • Liaise between the EDI Group and Assembly Trustees
  • Support reporting to the Assembly Trustees and related issues of governance and accountability
  • Prepare EDI section for inclusion in the Assembly Trustee General Assembly report

Appointed members

Members of the Group will be expected to:

  • Attend Group meetings and contribute to the agenda as necessary
  • Promote the work of the EDI Group within their sphere of influence
  • Take ownership of the EDI objectives and outcomes assigned to them

Staff

Staff are employed by the Central Services Committee and are managed by their line manager. They are accountable to their Head of Department and the Chief Officer. They should clearly understand their role and purpose with the EDI Group, either as part of their Job Description or as an objective in their annual Performance and Development Review.

All

Code of Conduct

All group members are expected to have read, understand and respect the Code of Conduct for members of the Agencies of the Church (and associated sub-groups) within the remit of the Assembly Trustees

Confidentiality and Data Protection

All Members are expected to adhere to the principles of data protection and confidentiality. This means that nothing said in the group is repeated outside of it, unless permission is given, or the information is anonymised or the original intention was for the information to be shared more widely but unattributed.

Pastoral Care

It is recognised that the EDI agenda can be deeply personal, and for those involved it may provoke challenging and difficult emotions. The EDI Group shall consider nominating a trusted person who can offer pastoral care provision to Group members. Information about how to access this support should be provided regularly to Group members.

Resources and budget

The Assembly Trustees may allocate an annual budget to the EDI Group. The Group shall propose how this might be used to further the remit. EDI Group expenditure must be authorised by the Chief Officer or a designated staff member.

The Chief Officer and Head of Human Resources may assign national office staff members to assist in the delivery of EDI Group meetings and outcomes. The appointment of staff support shall be made in response to Assembly Trustee priorities and decisions.