ECPT 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. Inclusivity is in the heart of the business.

ECPT is committed to addressing issues of prejudice and discrimination in relation to the mental well-being, 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.

ECPT 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 registrants and staff are addressed appropriately. The equalities and diversity chair along with members are responsible for compliance achieved through engagement with students, and staff. There is a healthy culture of high challenge and high support in line with the philosophy of ECPT.

ECPT is committed to the encouragement of equality, diversity and inclusion among our workforce, with regard to the psychological therapy we provide to the public and in the way we educate and train our students. We are also committed to the elimination of any form of discrimination, including harassment or bullying. Every individual has the right to be treated fairly and with dignity and respect. We recognise that there are processes inherent in any organisation, including our own, which can operate against this intention. We acknowledge that we need to continually re-examine our policies and practices to ensure that our best intentions are realised.

Our aim is to support a centre that is truly representative of all sections of society, with each student and staff member respected and able to give of their best. A further purpose is to overcome potential barriers to clients who seek our services by demonstrating through our diverse workforce that we represent and value all sections of our society. We wish to be a good role model for our students and each other, demonstrating through our actions that we value and encourage equality diversity and inclusion.

Any member of the ECPT community who believes themselves to have been unfairly treated has access to the equality, diversity and inclusion committee members and they will be listened to, respected and action explored to meet individuals needs alongside the legal obligation to the Equality Act 2010 to meet organisational obligations.

We will keep up to date records of our employees and students and will monitor this to identify under-represented groups. Employees and students who are or who become disabled in the course of their employment are encouraged to inform the organisation about their disability and any reasonable adjustments to their employment or working conditions which they consider to be necessary or which they consider would assist them in the performance of their duties. Careful consideration will be given to any proposals of this nature and, where reasonable, any practicable adjustments will be made.

Neurodiversity is an umbrella term for those who may have a diagnosis of Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum Disorder, Tourette Syndrome and ADHD. (This is not an exhaustive list). ECPT is committed to increasing awareness for staff and students to develop a greater understanding of neurodiversity in the context of therapeutic services and training.

We provide high quality education and training, including professional training for psychotherapeutic counsellors and psychotherapists. It is our intention to train people to:

  • Understand the legal obligation in the Equality Act 2010
  • Value diversity and inclusion
  • Embed equality, diversity and inclusive principles in practice
  • Demonstrate commitment to equality, diversity and inclusion in behaviour.
  • Embed a culture of high support and high challenge

Although we are not an accredited organisation, we do utilise the six pillars of the Inclusive Employer’s Standard and use the key questions as a way to reflect and drive continuous improvement at ECPT. These include;

Engage: How are we engaging staff and students at all levels to ensure they have a good understanding of our organisation’s vision for equality, diversity and inclusion?

Equip: How are we equipping our staff and students to enable our organisation to design and deliver more effective inclusive policies and processes?

Empower: How are we empowering our staff and students through networks, team discussion and other channels?

Embed: How are we embedding equality, diversity and inclusion to build a positive reputation internally and externally, through polices, training and practices.

Evaluate: How are we evaluating our equality, diversity and inclusion progress? Is it SMART?

Evolve: How are we continuously learning and drawing best practice to develop training and support internal staff?

Last reviewed: January 2021

Please also see our Neurodiversity and Learning Support Policy