1. Why we have this policy
We want everyone who works with us, or takes part in our work, to be treated fairly and with respect. This policy explains how we prevent unfair treatment, harassment and victimisation. It covers how we run the company and how we deliver work for clients.
We aim to:
- treat everyone fairly, whether their work with us is paid or unpaid, short or long term
- give people a working environment free from bullying, harassment and unfair treatment, where different people and their contributions are valued
- build good relationships between people from different backgrounds, and speak up when we see unfair treatment.
2. Who this policy applies to
This policy applies to our directors and to every associate and subcontractor who works with us. It shapes how we treat clients, participants, partners, suppliers and the public. It guides how we write materials, choose venues and digital tools, and run sessions.
3. The law
The Equality Act 2010 protects people from discrimination linked to nine protected characteristics:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation.
The company, and the people who work for it, can be held responsible for discrimination, harassment or victimisation that happens during our work.
4. What we do
Fair decisions. We choose associates and make everyday decisions based on skills and experience. We do not treat anyone less favourably for reasons that have nothing to do with the work.
Removing barriers. We design our materials, online tools and sessions so that as many people as possible can take part. We ask about access needs and make reasonable adjustments, for example sharing materials in advance, adding captions or changing the format of an activity. Materials we publish aim to meet the Web Content Accessibility Guidelines (WCAG) 2.2 at level AA.
Associates and subcontractors. We share this policy with associates and subcontractors before they start work, and we expect them to follow it on every project.
Client requirements. Some clients and funders have their own rules on equality monitoring, reporting or accessibility. We follow those rules, and we keep to the standards in this policy too. We only collect equality monitoring data where there is a clear reason, and we handle it under our data protection policy.
Checking it works. We ask associates, clients and participants for feedback, and we use what they tell us to improve how we work.
5. Raising a concern
Anyone can raise a concern about unfair treatment in confidence with either director. We are setting up an independent route for concerns about a director, as set out in our anti-harassment and bullying policy.
We take every concern seriously, look into it fairly and act on what we find. We will not treat anyone unfairly for raising a concern in good faith. A serious breach of this policy by an associate or subcontractor may end their agreement with us. Our anti-harassment and bullying policy explains the complaints process in more detail.
6. Who does what
Directors set the example by following this policy, make sure associates and subcontractors know about it, and deal with every concern fairly. Associates and subcontractors follow this policy on every project and speak up if they see or experience behaviour that falls short of it.
7. Reviewing this policy
We review this policy every year. We review it sooner if the law changes, if something happens that shows it needs updating, or if feedback tells us it should change.