Equality, Diversity & Inclusion Policy
Policy Purpose
The policy’s purpose is to:
Provide equality, fairness and respect for all in our employment, whether temporary, voluntary, part-time or full-time
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 and sexual orientation
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, and selection for employment, promotion, training or other developmental opportunities
The Equality, Diversity and Inclusion policy is fully supported by the Senior Management Team and has been formally agreed by the Board of Trustees.
All employees and volunteers will be made aware of the provisions of this policy.
Definitions
Equality – Equality is about fairness and ensuring groups or individuals are not treated less favourably because of their protected characteristics. This can mean making adjustments to accommodate an individual's need.
Diversity – Diversity is recognising, respecting and celebrating each other's difference that make us unique. A diverse workplace is made of up of individuals of a wide range of backgrounds and mindsets which fosters a culture of creativity.
Inclusion – Inclusion refers to how diversity is embraced to create a safe and equitable environment where all individuals feel valued and considered. An inclusive workplace can only be created once we are more aware of our unconscious biases and have learned how to manage them.
Values
Equality, Diversity and Inclusion lies at the heart of Kids Inspire forming the foundations of our values to ensure we provide inclusive treatments where young people remain at the centre of our work. We are fully committed to promoting diversity in every aspect of our work.
Specialist - Professional and accredited approaches to therapy.
Holistic - Providing a full suite of therapeutic and inclusive treatments.
Passionate - Keeping young people at the centre of our work.
Supportive - We care no matter the issue, background or context and are fully committed to promoting diversity in all we do to make real and lasting change.
Committed - Persevering through the challenges.
Collaborative - Working with the wider community to ensure the best outcomes.
Our commitment
Ensuring accessibility across our recruitment process and encouraging applicants from diverse backgrounds to apply.
Creating an open environment where individuals receive the appropriate support they need, irrespective of any disability or health condition.
Fostering a culture of continual learning through training and EDI Champions.
Ensuring a working environment free of bullying, harassment, and unlawful discrimination, promoting a culture of respect, recognition and belonging. (Please also see our Bullying, Harassment and Unacceptable Behaviour Policy).
Continuing to review procedures and policies to ensure fairness and progress, including the monitoring and reporting on our EDI initiatives.
Recruitment
We are committed to ensure accessibility across our recruitment process and encourage applicants from diverse backgrounds to apply.
Kids Inspire will:
Regularly review recruitment literature and processes to ensure they assist rather than create barriers.
Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification or client need which limits the post to this particular group, in which case this must be clearly stated (e.g., a need for an applicant with lived experience).
All job vacancies will be circulated internally first if relevant.
Give full and fair consideration to the employment of people with disabilities for all types of jobs through;
Considering prior to advertising whether modifications to existing equipment and the job will make it easier for those with disabilities to apply (Often applicants with disabilities can be assisted by changes to a key task or the method of carrying it out, with no impact on job evaluation or the key purposes of the job.)
Ensure successful applicants have the opportunity to view the workplace and identify changes that would be required
Ensure staff have the necessary skills and knowledge to deal sensitively and effectively with any applicant
Only request medical checks on disabled applicants when the implications of the disability for the post applied for need to be assessed.
Supporting colleagues living with a disability
Colleagues may live with a physical or mental condition or impairment that may affect them at work. We want to ensure an open environment where individuals receive the appropriate support that they need, irrespective of the type of disability or health condition. Kids Inspire will:
Encourage anyone who needs support or adjustments to speak to their Line Manager or the HR team.
Consider what reasonable adjustments might be made to the person's physical environment or to the arrangements made for that person’s employment.
This may include reallocation of duties, alteration of hours, provision of leave, additional training, acquiring/modifying equipment or providing extra supervision.
Where, because of the nature of the role, it is not possible for the individual to continue in the same job, they will be considered for alternative posts within Kids Inspire.
Commit to raising awareness around mental and physical disabilities as well as other impairments to reduce stigma and ensure an inclusive workplace.
Training and Development
We continue to build our understanding of EDI and ensure all staff, volunteers (including Trustees) have the opportunity to take part in appropriate training (e.g. unconscious bias training). Appointed EDI Champions from within the team will support our development, stay current with national conversations around EDI and provide positive roles models for the wider team.
Kids Inspire will:
Treat staff no less favourably than other staff with regard to induction training, development and promotion opportunities. (Please also see our Equal Opportunities Policy).
Ensure that all venues used for training are appropriate to the needs of attendees.
Provide employees and volunteers (including Trustees) with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
Train managers and employees about their rights and responsibilities under this 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, clients, suppliers and the public.
All employees are encouraged to discuss their career prospects and training needs with their Line Manager or the HR team.
Grievances and Disciplinary
Kids Inspire emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Policy.
Details of the organisation’s grievance and disciplinary policies and procedures can be requested from the COO. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/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.
Kids Inspire will 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.
Monitoring and review
To ensure we are aware of areas of improvement and support our EDI initiatives, we will monitor the make-up of our workplace regarding information such as age, gender, sexual orientation.
Kids Inspire will:
Establish the extent to which people with protected characteristics are represented at all levels within the organisation.
Monitor and report progress within the charity in a variety of forms to support our diversity and inclusion initiatives. In order to do this, Kids Inspire require individuals to share as much information as they are comfortable sharing. The more data collected, the more useful this becomes and the better we are able to review our practices and initiatives.
Give absolute assurance that information obtained from individuals as part of its monitoring activity will be strictly confidential and used only to ensure we are achieving the aims of this policy. When information is shared, the reasons for disclosing information will be made clear to all staff and information anonymized.
Last reviewed February 2023