The BRS Council is elected to promote and develop the practice of rhinology in the UK. Whilst serving on Council it is recognised that any action taken may reflect on the BRS. It is expected that all members of Council, and indeed the membership in general, will read the Code of Conduct available on the BRS website, and will undertake to comply with and implement this policy.
We adopt the vision of being an inclusive, diverse, professional organisation committed to fairness, against discrimination, and supporting and promoting the highest professional and surgical standards and the best outcomes for patients in a spirit of respect and compassion – both for patients and for each other.
People will be treated with dignity and respect regardless of race, nationality, ethnicity, gender, sexual orientation, gender identity, disability and/or age.
At all times people’s feelings will be valued and respected.
Language or humour that people find offensive will not be used, e.g. sexist or racist jokes or terminology which is derogatory to someone with a disability.
No one will be harassed, abused or intimidated on the grounds of his or her race, nationality, gender or gender identity, sexual orientation, disability or age.
Incidents of harassment will be taken seriously.
Members who have experienced discrimination can make a complaint to the President or Secretary.
If they are unable to resolve the complaint, it will be referred to Council.
If the President and Secretary are conflicted through involvement in the complaint, the member can take their complaint to the Chair of Trustees.
Council will take complaints of discrimination and harassment very seriously. They will investigate them thoroughly and provide opportunities for the person making the complaint to speak in a safe environment about their experience. If the complaint is against a particular individual, Council will also hear that individual’s point of view.
Council will decide what action to take based on a principle of ensuring the continued inclusion and safety of any member who has experienced discrimination or harassment.
Any decision to terminate a member’s membership will be made by Council in line with the Code of Conduct on discrimination and diversity.
Council should reflect the membership that it represents.
There are 8lected members of Council, in addition to the Executive Committee.
There should be at least one female member on Council as per the recommendations made by the Kennedy report. If, when Council elections are held, there are no currently serving female members on Council, then the highest-ranking female amongst nominees will be automatically elected.
There will be an additional SAS representative role on Council, subject to election if required. This could be the Chair of the SAS doctors section in ENT UK or another elected representative if preferred.
When designing academic programmes on behalf of the BRS, this should also reflect the diversity of the membership.
This policy will next be reviewed on 31st December 2024.