Equality, Inclusion and Diversity Policy
The fundamental organising idea encompassed by the Human Givens (HG) approach is the notion that everyone is endowed by nature with physical and emotional needs and the resources for those needs to be met. Members are expected to use their intelligence, emotional maturity and life experience in their interactions with clients to negotiate differences fairly. Although in most countries we are all equal under the law, we are not all born equal in our bodies, abilities, intelligence and common sense. We are all different.
Our vision statement
The Human Givens Institute is fully committed to promoting inclusive environments, equality of opportunity, diversity, and human rights in line with the HG organising ideas and in relation to the promotion of its philosophy and provision of its products and services.
All employees, volunteers and members of the HGI are required to comply with its policies, processes and procedures, and are asked to treat others with tolerance and compassion at all times.
Policies and Procedures
- We will work to eliminate all forms of negative discrimination, recognising that this requires not only a commitment to remove such discrimination but also action through positive policies to redress inequalities wherever possible and applicable
- Adhere to the principles underpinning legislation, such as the Equalities Act (2010) and the Human Rights Act (1998), when designing and implementing policies
- Regularly evaluate our policy and procedures and the impact of these on individuals or groups based on age, gender, ethnicity, disability, religion, race, belief or sexual orientation.
- Acknowledge that our employees and volunteers have the right to work in a supportive, safe and harassment-free environment and have individual and collective responsibility to value and respect each other’s contributions
- Recruit to posts on the basis of ‘best person for the job’ using fair and transparent shortlisting and interview practices
- Develop our employees so they understand the importance of ensuring equality and diversity in the workplace
- Treat people within the HGI and who interact with those from outside the organisation with respect and curtesy at all times
- Seek to ensure that within the HGI Board and Registration and Professional Standards Committee (RPSC) there is as diverse a representation as possible in its membership, including lay members, who are drawn from the wider public.
- As part of training for participation in RPSC panels for adjudication and appeal, members of the RPSC are taught to apply policies and procedures fairly and with due regard to the individual needs of the parties in respect of access and representation, particularly at live hearings.
- Actively encourage employees, volunteers and members to challenge unfair discrimination and promote equality of opportunity for all.
- Communicate clearly, having transparent processes that we follow consistently, be open to feedback and maintaining healthy boundaries.
Care of its members
The HGI has a duty to protect the public interest and has a duty of care to its members.
Handling of Complaints
- Being mindful of these duties, HGI understands that in its handling of complaints there is the possibility that the process will have an impact on individuals, and that there could be differential outcomes as a result of the differences between individuals. All complaints are therefore given due consideration, and procedures are in place to ensure that both complainants and HGI members are equally able to access the procedure and are treated fairly throughout.
- On receipt of a complaint the RPSC Co-ordinator, working in conjunction with the Co-chairs, will carry out an Equalities Impact Assessment (EqIA) and Risk Assessment (RA) for each party involved in the HGI complaints process, to assess the impact of the policies and procedures used by the RPSC and to ensure that, as far as is practicable, they are fair and equitable. This will include identifying potential inequalities at each stage of the procedure and ensuring that measures are in place to remedy any presenting issues.
Explore our articles and interviews
Joe Griffin and Ivan Tyrrell describe a biologically-based theory which explains the shortcomings of purely cognitive approaches and why effective therapies can work fast.
Véronique Chown explores the value of the human givens approach in successful couples therapy.
Even though self-harm is discussed in the media, the subject of self-harming can still feel difficult to approach. Emily Gajewski's ‘From Self-harm to Self-belief’ one-day training course offers clear, research-based framework and practical skills, so you needn’t feel that way again….
Sian Withers shows how she makes very good use of the human givens approach thousands of feet up in the air.
WRITING down negative thoughts, crumpling them up and throwing them away (as often advocated by therapists) really does help reduce negative thinking, research has shown.
Ian Thomson takes a look at a selection of ethical issues of relevance to human givens practitioners.
The final version of the Emotional Needs Scale resulting from Brett Culham's research into emotional needs.
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The Human Givens Institute (HGI) was one of the six organisations, along with BACP, UKCP and NCS, involved in developing the SCoPEd framework,
As you may be aware, after 26 years as editor of the Human Givens Journal, Denise Winn will be stepping down at the end of 2023. Despite advertising for a successor last year, we have been unable to find any one person who could fulfil the role.
Date posted: 13/04/2023