Equality, Diversity and Inclusion (EDI)
A small site on EDI including surveys, case studies, etc., will be developed at: https://www.morrisfed.org.uk/edi/
Below you will find guidance and specific questions asked by our members. The Morris Federation is not qualified to advise on legal matters. You remain responsible for your side’s conformance with the law and must make your own decisions to suit your own circumstances.
Resources for help and guidance on the Equality Act 2010
As many in the Morris world will know, the Equality Act 2010 extended the law regarding discrimination to private associations. This Act now covers most if not all types of side within the JMO.
This short note is to share 2 resources on what this means for those sides. The first is from H.M. Govt. and is a short introduction for social clubs and associations:-
The second is from the Equality and Human Rights Commission which is much more detailed and contains a large number of examples and scenarios that may occur:-
The Morris Organisations and the JMO Committee are not in a position to offer legal advice to member sides and this note is not intended to do so either. However, the guides mentioned above are meant to be of practical help to a general reader and hopefully will contain most if not all the answers to side’s questions.
Ed Worrall, Co-opt to JMO Committee, 6th September 2022
Disability Discrimination
The Committee was asked:
Is the Morris Federation able to give advice on disability discrimination? If not, are you able to give us advice about where we might find out more about this?
The Morris Federation statement on equality covers disability (of whatever form) here https://www.morrisfed.org.uk/about/equality-statement/ where it basically says don’t do it.
The various websites (below) do not appear to show a legal need for clubs to adhere to the sort of regulations enforceable in recruitment and work or education, however, it will be clear to the reasonable person that some disabilities can be adjusted for and others will simply not work in a Morris environment; the officers of the club may need to take a view on this and see what sort of involvement can be offered and what role a person can take. Expecting to dance may not be reasonable but there are many other vital roles in a club that could be fulfilled e.g. a beast or other character is a good addition and a team project to develop a role would be a good direction to take, it would be hoped that the person involved would feel included, even central to the team’s look.
Your constitution may inform you of the limits of your membership content and you should apply these to everyone. A constitution review may be required so the team can discuss this in full and come to a consensus.
You can also read more about it at:
https://www.acas.org.uk/disability-discrimination
https://www.legislation.gov.uk/ukpga/1995/50/contents
https://www.gov.uk/rights-disabled-person
In practical terms it will be a helpful and welcoming inclusion for the team. Realism on the part of the person concerned as to what role they can hold will smooth the way for both parties.
Open and frank early discussions are wise.
Last updated: December 2023
