Equality, Diversity & Inclusion Policy

Document Owner You’re Cherished Charity
Date Policy Signed Off

Date to be reviewed

7th March 2024

7th March 2025

Owner Signature R Hardy
Our Committments:

  1. To Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  2. To Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
  3. We are committed to ensuring that all employees will be given equal opportunities, irrespective of their sex, marital status, race, colour, religious beliefs, ethnic or national origin, age, disability.

Who is this policy for:

This policy applies to all of our employees in either a permanent, fixed term or temporary post, and to our volunteers who are involved in any capacity within our organisation.  Our organisation is also committed against unlawful discrimination of the public who use our services.

Definitions

Discrimination occurs when a person is treated less favourably than others would be in the same or similar circumstances, on the grounds listed in the Equality Act 2010 (sex, marital status, sexual orientation, race, colour, religious belief, ethnic or national origin, age, disability or trade union membership). Discrimination can be direct or indirect and includes harassment and victimisation.

Policy Statement

We will ensure that no job applicant, employee or volunteer receives less favourable treatment than others on the grounds of sexual orientation, marital status, race, colour, religion or belief, age, disability, in the fields of employment and training within our organisation. We are committed to eradicating discrimination and will seek to find a means of dealing with it, should it occur.

We will ensure all employees & volunteers have access to this policy.

We aim to select, promote and treat our employees & volunteers on the basis of their relevant qualifications, experience and abilities alone depending on the role applied for within Cherished. Fair representation throughout our organisation is a key element in maximising the potential of every individual employee & volunteer.

Our policy’s purpose

This policy’s purpose is to:

  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation
  1. Oppose and avoid all forms of unlawful discrimination. This includes in:
  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

Our organisation commits to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
  2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
  3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  4. Make opportunities for training, development and progress available to all staff & volunteers, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by the CEO and the Trustees and has been agreed with /or employee representatives.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found obtained from the Office Manager and will be available on our website.  This includes with whom an employee should raise a grievance.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.