The Society for the Study of Addiction (‘the Society’) is committed to promoting and advancing equality, diversity, and inclusion in all its work, including events, funding opportunities, governance, membership communications, online publications, employment, and recruitment. It is also committed to contributing towards a more equal, diverse, and inclusive environment in which addiction research can be developed, discussed, promoted, and implemented.

1. Definitions

There are no universal definitions or applications of equality, diversity, and inclusion. However, the SSA offers the following basic descriptions for clarity of purpose and intent:

  • Equality is a state of fairness. Equality can be considered in the context of the opportunities that people get and/or the outcomes they experience.
  • Diversity refers to the presence of people with different characteristics, backgrounds, identities, perspectives, and experiences. The diversity of a group of people may be compared with the diversity of the wider population.
  • Inclusion is about ensuring that everyone can participate, and feel valued and respected while doing so.

2. Legal and ethical framework

The Society has a responsibility under the law (Equality Act 2010) to prevent discrimination, harassment, and victimisation against people due to the following ‘protected characteristics’:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

This applies in the context of employment, volunteering, and the provision of services, including financial assistance.

The Society may take positive action to address the under-representation of certain groups if this is justified under the Equality Act 2010 and is aligned with the Society’s charitable objectives. It may also make reasonable adjustments for people with disabilities to ensure that they are not disadvantaged.

3. Responsibilities

The Society is dedicated to fostering a culture that values and promotes equality, diversity, and inclusion.

Trustees and senior leadership have a responsibility to ensure that this policy is implemented and reviewed.

The Equality, Diversity, And Inclusion Sub-committee has a responsibility to monitor compliance and promote best practice.

All employees have a responsibility to adhere to the principles of this policy and contribute to a positive and inclusive environment.

All stakeholders are expected to treat others with dignity and respect, and to report any concerns regarding discrimination or exclusion.

4. Funding, prizes, and events

The Society aims to ensure equitable access to Society opportunities, to identify and address barriers faced by under-represented groups, and to seek and act on feedback from applicants or attendees about the application process, the experience of receiving funding and awards, and the experience of attending events.

The Society is committed to making reasonable adjustments for all its funding schemes, awards, and events, and will look for ways to improve the awareness and uptake of opportunities for reasonable adjustments.

5. Digital content

The Society is committed to producing digital content (e.g. online articles, newsletters, and social media) that meets accessibility guidelines and best practice, features diverse voices and perspectives, and uses inclusive and non-stigmatising language. The Society will look for ways to support each of these aims, including through training, seeking expert advice, and developing a process for compensating contributors.

For further information, please refer to the Society’s Accessibility Policy.

6. Recruitment and employment

The Society is committed to fair and inclusive recruitment and employment practices, including:

  • fair and transparent processes around recruitment
  • accessible and non-discriminatory job descriptions and advertisements
  • shortlisting and selection based on objective criteria
  • promoting and making reasonable adjustments for applicants and employees with disabilities (NB. please see the ACAS website for more information on what is considered a disability)
  • considering caring roles and responsibilities
  • training on equality, diversity, and inclusion for staff, trustees, and other representatives of the Society
  • awareness of what constitutes discrimination and harassment among recruitment leads, and a commitment to responding appropriately where these behaviours are identified
  • a commitment to the principle of equal pay for employees doing the same or equivalent work
  • annual reviews of pay structures for fairness and consistency
  • fair and consistent performance management and disciplinary procedures
  • a robust process for reporting concerns and complaints

For further information, please refer to the Society’s Recruitment Policy  or enquire with the Society’s Chief Executive Officer, Dr Rob Calder, about the Staff Handbook.

7. Monitoring and review

This is a ‘living document’ that will be subject to review and updates as frequently as needed and at least once per year.

To facilitate ongoing improvement, the Society will collect and analyse data where appropriate. Any personal data collected will be handled in accordance with the UK General Data Protection Regulation (GDPR).

For further information, please refer to the Society’s Privacy Policy.

8. Reporting and further information

If you have any concerns about equality, diversity, or inclusion within the Society, or any suggestions for improvement, please contact the Chair of the Equality, Diversity, and Inclusion Sub-committee, Natalie Davies.

Please also see the Concerns and Complaints Policy for information about how to make a complaint, what the Society will do with your complaint, and what to expect next.

Date for next policy review: 1 April 2026