Anti-Discrimination and Anti-Harassment Policy

National Alliance of Counsellors and Psychotherapists (NACP)
Effective: January 2025

1. Statement of Intent

The NACP is committed to maintaining a professional environment that is free from all forms of discrimination, harassment, bullying, and victimisation. We have zero tolerance for behaviour that undermines the dignity, safety, or rights of others — whether by members, clients, colleagues, staff, or representatives of the organisation.

This policy ensures that all individuals engaging with the NACP — including members, applicants, board members, and the public — are treated with respect, fairness, and equality.

2. Scope of the Policy

This policy applies to:

  • All categories of NACP membership
  • NACP staff, board members, and advisors
  • Anyone acting on behalf of the NACP (e.g. trainers, supervisors)
  • All NACP activities, including:
    • Supervision and CPD delivery
    • Digital or in-person events
    • Public forums, social media, and correspondence
    • Interactions between members and clients, colleagues, or the public

3. Definitions

Discrimination

Unfair or unequal treatment based on actual or perceived characteristics including (but not limited to):

  • Age
  • Disability
  • Race or ethnicity
  • Sex or gender
  • Gender identity or expression
  • Sexual orientation
  • Religion or belief
  • Marital or parental status
  • Socioeconomic background
  • Neurodiversity or mental health status

Discrimination can be direct, indirect, institutional, or unconscious — and it is all unacceptable.

Harassment

Any unwanted conduct that creates an intimidating, hostile, degrading, or offensive environment. This may include:

  • Derogatory remarks, slurs, or jokes
  • Intimidation, exclusion, or belittling
  • Sexualised comments, advances, or coercion
  • Online bullying or targeted criticism
  • Repeated microaggressions or dismissive behaviour

4. Responsibilities of Members

All members of the NACP must:

  • Treat all individuals with dignity and respect
  • Challenge discriminatory behaviour or language when safe to do so
  • Refrain from harassing or intimidating others, including clients, peers, or supervisees
  • Engage in supervision and CPD with awareness of power, difference, and boundaries
  • Report concerns or incidents promptly to the NACP when appropriate

5. Responsibilities of the NACP

The NACP will:

  • Promote a culture of inclusion and safety across all organisational activities
  • Provide clear routes to report discrimination or harassment
  • Ensure that complaints are handled fairly, confidentially, and without bias
  • Take appropriate action in cases of substantiated misconduct — which may include:
    • Informal warnings
    • Mandatory CPD or supervision
    • Suspension or termination of membership
    • Referral to external authorities if necessary

6. Reporting a Concern

Anyone experiencing or witnessing discrimination or harassment involving an NACP member or representative may:

  • Submit a concern via our Complaints and Disciplinary Procedure
  • Email info@nacp.co.uk in confidence
  • Request support in understanding the process or navigating difficult situations

All reports will be handled with sensitivity, confidentiality, and a commitment to fairness.

7. Protection from Retaliation

No individual will be penalised, dismissed, or disadvantaged for reporting discrimination or harassment in good faith. The NACP takes retaliation as seriously as the original misconduct.

8. Review and Oversight

This policy is reviewed annually or sooner if required. Oversight is led by the EDI Advisor on the NACP Advisory Board.

📩 Contact

For questions or to report a concern under this policy:
📧 info@nacp.co.uk
🔗 www.nacp.co.uk