Equity, Diversity and Inclusion Policy
Defining equality, diversity and inclusion:
Equality means equal opportunities and fairness for employees and those we work with especially children and young people. You must not treat people unfairly because of reasons protected by discrimination law (protected characteristics) for example because of a person’s age, race, sexuality or gender.
Diversity is the range of people in your workforce, on your board, and who you work with. This might mean people of different ages, religions, ethnicities, people with disabilities and neuro-diversity, and different sexualities. It also means valuing those differences.
An inclusive workplace is one where everyone feels valued and safe.
Statement of intent
We believe that no child or young person should be excluded from any of our workshops or events on the grounds of gender, health, sexuality, family status, means, ability, colour, ethnicity, culture, religion or belief. We aim to ensure that all who wish to work or volunteer with us have an equal chance to do so.
Little Green Pig is committed to encouraging equality, diversity and inclusion among our workforce and within the work that we do with children and young people, and eliminating unlawful discrimination.
Our aim is for our organisation to be truly representative of all sections of society, and for each employee, volunteer, child and young person we work with to feel respected and able to give their best.
Little Green Pig is also committed against unlawful discrimination of anyone we work with or the public.
The policy’s purpose is to:
provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time as well as volunteers and interns.
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
Little Green Pig commits to:
Encourage equality, diversity and inclusion in the workplace and in our work with children and young people
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.
Create a workshop environment for children and young people free of bullying, harassment, victimisation and discrimination, promoting respect and dignity for all, and where individual differences and the contributions of all the children and young people are recognised and valued.
This commitment includes training all 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, children and young people, suppliers and the public (including parents and carers)
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, children and young people, 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.
Make opportunities for training, development and progress available to all staff, 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.
Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
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.
Monitor the make-up of the workforce and the board of trustees 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.
The equality, diversity and inclusion policy is fully supported by the board of trustees and has been agreed with all employees.
Details of the organisation’s grievance and disciplinary policies and procedures can be found in our employment contracts. 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.