Date for review: 06 October 2027
Reference: Equality, Diversity & Inclusion Policy
1. Introduction
ICYE UK is committed to promoting equality, diversity and inclusion among our stakeholders and eliminating unlawful discrimination. Our aim is to create an environment where everyone feels respected and able to contribute fully. This policy applies to all staff, volunteers, trustees and anyone involved in the activities of ICYE UK.
2. Objectives
2.1 Equality & fairness
We are committed to providing equality, fairness and respect for everyone in our employment, whether voluntary, temporary, part-time or full-time. We will not unlawfully discriminate based on the Equality Act 2010 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
We will ensure that all individuals have equal access to opportunities and resources and will make reasonable adjustments to ensure access for everyone.
2.2 Diversity
We value the diversity of our team and the groups that we work with. We aim to create an inclusive environment where individual differences and contributions are recognised and valued.
2.3 Inclusion
We are committed to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination. We promote dignity and respect for all, and everyone is expected to conduct themselves in a way that helps achieve this.
We will not tolerate any form of discrimination, harassment or victimisation.
3. Roles & Responsibilities
3.1 Office Manager (OM)
The Office Manager (OM) is responsible for the day to day management of ICYE UK and will ensure that the policy is implemented and adhered to, including the identification and sourcing of training or support needs where necessary.
3.2 Board Sub-Committee / Named Trustee
Where these are established or identified, issues outside the purview of the Office Manager should be referred to a named Board sub-committee or Trustee. The group or individual will support the staff in reviewing the matter and identifying solutions or opportunities.
3.3 Board of Trustees
ICYE UK’s Board of Trustees (“The Board”) is responsible for providing leadership and ensuring that matters managed under this policy are dealt with fairly, equitably and consistently.
Where a Board sub-committee or named Trustee is nominated to support the organisation on this matter, these will be the point of escalation for the Office Manager who will carry out an initial review of any issues under this policy. In the absence of a sub-committee or named Trustee, another Trustee nominated by the Chair at the time, will take the escalations.
Board Chair will be the point of contact for further escalations where matters cannot be resolved by other members of The Board.
3.4 All staff, interns, contractors, and volunteers
This policy does not supersede the policies of external or partner organisations however, everyone should conduct themselves in a manner that promotes equality, diversity and inclusion. All instances of discrimination, bullying or harassment should be reported in line with the ICYE UK Disciplinary Policy.
4. Review of Policy and Procedures
This policy and applicable procedures noted within should be reviewed at least every three years or following the issuance of new or changed relevant guidance or following an incident that appropriately warrants an earlier review.
The reviewed policy will then be submitted to the Board of Trustees for review and ratification.