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Equality and Diversity

Date: 12/10/26

Review Date: 12/10/28

 

1. Introduction Involve Leeds is committed to encouraging equality, diversity, and inclusion among our workforce, volunteers, trustees, and the community we serve, and eliminating unlawful discrimination. This policy is written with good intention to meet our aims, with an awareness of currently being a small charity with minimal employees with corresponding capacity.

 

Purpose

 

The purpose of this policy is to:

  • Provide equality, fairness, and respect for all in our employment, volunteer roles, and service delivery.

  • Ensure we do not unlawfully discriminate under the Equality Act 2010 protected characteristics:

    • Age

    • Disability

    • Gender reassignment

    • Marriage and civil partnership

    • Pregnancy and maternity

    • Race (including colour, nationality, and ethnic or national origin)

    • Religion or belief

    • Sex

    • Sexual orientation

  • Oppose and avoid all forms of unlawful discrimination, including in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave, training, development, and community activity provision.

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2. Our Commitments

 

Our community centre commits to:

  1. Inclusive Services: Ensuring our activities, room lettings, events, and services are accessible and welcoming to all members of our local community.

  2. Fair Recruitment & Employment: Creating an environment where individual differences and the contributions of all staff and volunteers are recognised and valued.

  3. Accessibility: Making reasonable adjustments for individuals with disabilities in both our physical facilities and service delivery.

  4. Dignity & Respect: Creating an environment that promotes dignity and respect for all. No form of intimidation, bullying, or harassment will be tolerated.

  5. Continuous Improvement: Reviewing our employment practices, hiring processes, and community activities regularly to ensure fairness and update them to reflect changes in the law or local demographics.

 

3. Scope

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This policy applies to:

  • All employees, zero-hours staff and contractors.

  • All volunteers and Board Members / Trustees.

  • All service users, visitors, group leaders, and hall hirers who use the facility.

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4. Preventing Unlawful Discrimination

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Discrimination can take several forms, all of which are prohibited by Involve Leeds:

  • Direct Discrimination: Treating someone less favourably because of a protected characteristic.

  • Indirect Discrimination: Applying a policy, practice, or rule that applies to everyone, but puts people with a specific protected characteristic at a disadvantage without a legitimate reason.

  • Harassment: Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, or offensive environment.

  • Victimisation: Treating someone unfairly because they have made or supported a complaint under the Equality Act.

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5. Hirers, Partners, and External Groups

 

Groups or individuals who hire rooms or run activities within Involve Leeds are required to abide by the principles of this policy. We reserve the right to refuse hires or cancel bookings for any group or activity that promotes hatred, discrimination, or breaches the Equality Act 2010.

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6. Breaches and Reporting Procedures

 

We take all allegations of discrimination, harassment, victimisation, and bullying seriously.

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  • Employees & Volunteers: Any member of staff or volunteer who believes they have experienced discrimination should raise this through our Grievance Policy or directly with the Centre Manager/Chair of Trustees.

  • Service Users & Hirers: Visitors or community members who experience or witness discrimination should raise the matter via our Complaints Policy or directly with management.

  • Consequences: Breaches of this policy by staff will be dealt with under our Disciplinary Policy and may constitute gross misconduct. Breaches by hirers or visitors may result in immediate removal from the premises and termination of booking agreements.

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7. Monitoring and Review

 

This Policy will be reviewed bi- annually or sooner if there are changes to relevant UK legislation or operational guidelines.

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