EVERYTHING D&I

1. Policy Statement

EVERYTHING D&I is committed to fostering a truly inclusive, diverse, and equitable environment where every individual feels valued, respected, and empowered to reach their full potential. We believe that a diverse workforce and an inclusive culture are fundamental to our success, driving innovation, enhancing problem-solving, and reflecting the rich tapestry of the communities we serve.

We are dedicated to providing equal opportunities in all aspects of employment and engagement, ensuring that all individuals are treated fairly and consistently, irrespective of their protected characteristics. Discrimination, harassment, bullying, and victimization are strictly prohibited and will not be tolerated.

2. Scope

This policy applies to all individuals associated with EVERYTHING D&I, including, but not limited to:

• Current and prospective employees (full-time, part-time, temporary, fixed-term)
• Job applicants
• Contractors, consultants, and freelancers
• Volunteers and interns
• Students participating in our programs
• Visitors and clients/customers accessing our services or premises

3. Definitions

Equality: Treating all individuals fairly and consistently, ensuring equal access to opportunities and removing barriers. It does not necessarily mean treating everyone the same, but rather ensuring fair outcomes.

Diversity: Recognizing and valuing the differences between individuals, encompassing a wide range of human characteristics and experiences.

Inclusion: Creating an environment where every individual feels a sense of belonging, is respected, and can fully participate, thrive, and contribute their unique perspectives without fear of discrimination or marginalization.

Discrimination: Unfair treatment of an individual based on a protected characteristic. This can be:

• Direct Discrimination: Treating someone less favourably than another because of a protected characteristic.
• Indirect Discrimination: Applying a provision, criterion, or practice that puts people with a protected characteristic at a particular disadvantage compared to others, and which cannot be objectively justified.
• Harassment: Unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.
• Victimization: Treating someone less favourably because they have made or supported a complaint of discrimination or harassment, or are suspected of doing so.

Protected Characteristics (as per Equality Act 2010):

Disability: A physical or mental impairment that has a substantial and long-term adverse effect on an individual’s ability to carry out normal day-to-day activities. This definition is broad and includes various conditions.

Reasonable Adjustments: Modifications or adjustments made to a job, work environment, or recruitment process that enable a disabled person to have the same opportunities as a non-disabled person, and to perform their job effectively.

4. Core Principles

• Fairness & Respect: All individuals will be treated with dignity, respect, and fairness.
• Meritocracy: Decisions regarding recruitment, promotion, training, and development will be based on individual merit, skills, qualifications, and performance, free from bias.
• Zero Tolerance: Discrimination, harassment, bullying, and victimization based on any protected characteristic will not be tolerated.
• Positive Action: Where legally permissible and appropriate, positive action measures may be implemented to address under-representation of certain groups, aiming to encourage and enable participation without lowering standards.
• Confidentiality: All personal information, particularly sensitive data related to protected characteristics or disability, will be handled with strict confidentiality and in accordance with data protection regulations.

5. Responsibilities

EVERYTHING D&I:

• To foster an inclusive culture and provide equal opportunities.
• To develop, implement, and review this policy regularly.
• To provide appropriate training and resources to all staff.
• To investigate all complaints of discrimination, harassment, or non-compliance promptly and fairly.
• To take appropriate disciplinary action against those who violate this policy.

Senior Leadership & Management:

• To champion and actively promote the principles of this policy.
• To lead by example and model inclusive behaviours.
• To ensure the policy is understood and adhered to within their teams.
• To address and resolve any issues or complaints promptly and effectively.

All Individuals (Employees, Applicants, Contractors, etc.):

• To understand and adhere to the principles outlined in this policy.
• To treat colleagues, applicants, clients, and partners with dignity and respect.
• To actively contribute to an inclusive working environment.
• To report any instances of discrimination, harassment, or policy breaches they witness or experience.

6. Key Areas of Application

This policy applies across all aspects of our operations and the employment lifecycle, including:

• Recruitment & Selection: Ensuring fair and unbiased processes, from job advertising and shortlisting to interviews and offers of employment. Reasonable adjustments will be offered to disabled applicants.
• Training & Development: Providing equal access to training, development programs, and learning opportunities.
• Promotion & Career Progression: Ensuring fair and transparent processes for advancement based on merit and performance.
• Pay & Benefits: Ensuring equitable remuneration and access to benefits.
• Performance Management: Conducting fair and objective performance reviews.
• Work-Life Balance: Considering flexible working arrangements where operationally feasible, to support diverse needs.
• Disciplinary & Grievance Procedures: Ensuring fair and transparent processes for all individuals.
• Termination & Redundancy: Applying fair and objective criteria.
• Workplace Culture & Environment: Fostering a respectful, supportive, and inclusive atmosphere.

7. Disability Inclusion & Reasonable Adjustments

EVERYTHING D&I is committed to removing barriers and creating an accessible and supportive environment for disabled individuals.

Reasonable Adjustments: We will make reasonable adjustments to ensure that disabled employees and applicants are not placed at a substantial disadvantage compared to non-disabled individuals. This applies to:

• The recruitment process (e.g., accessible application forms, interview arrangements).
• The workplace environment (e.g., physical access, equipment, software).
• Job duties and working arrangements (e.g., flexible hours, reallocating minor tasks).
• Training and development opportunities.

Communication: We encourage disabled individuals to communicate their needs to us, so we can work collaboratively to identify and implement effective reasonable adjustments. All such discussions will be held in strict confidence.

Support: We are committed to providing the necessary support to enable disabled individuals to thrive in their roles and contribute fully.

Accessibility: We strive to ensure our premises, digital platforms, and information are as accessible as possible.

8. Breaches of Policy

Any act of discrimination, harassment, bullying, or victimization, or any other breach of this policy, will be treated seriously. All complaints will be investigated promptly, thoroughly, and impartially. Individuals found to be in breach of this policy may face disciplinary action, up to and including dismissal, in accordance with EVERYTHING D&I’s Disciplinary Policy.

9. Monitoring and Review

To ensure the effectiveness of this policy, EVERYTHING D&I will:

• Collect and analyse diversity data (where legally permissible and with appropriate safeguards for anonymity and privacy) to identify trends and potential disparities.
• Conduct regular audits of our policies and practices.
• Monitor progress against our EDI objectives and targets.
• Review this policy at least annually, or sooner if there are changes in legislation or organizational needs, to ensure its continued relevance and effectiveness.