Diversity, Equality & Inclusion Policy

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Blue Door Education (BDE) is committed to encouraging equality, diversity and inclusion within our organisation, and eliminating unlawful discrimination.

 

The aim is for our organisation to be truly representative of all sections of society, and for each board member, employee and volunteer to feel respected and able to give their best. In providing services BDE is also committed against unlawful discrimination of service users or the public including but not limited to consultants, external volunteers, interns, partner NGOs, researchers, contractors, programme visitors including journalists, celebrities and politicians.

 

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our board, staff and volunteers, whether temporary, part time or full time,

2. 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, sexual orientation,

3. 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, parental leave, requests for flexible working, selection for employment, promotion, training or other developmental opportunities.

 

BDE commits to the following:

1. Encouraging equality, diversity and inclusion in the workplace and community as they are good practice and make business sense,

2. Creating 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 board members, staff and volunteers are recognised and valued. This commitment includes training managers and all other staff and volunteers about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff and volunteers conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff and volunteers should understand they, as well as BDE, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

3. Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, customers, suppliers, visitors, the public and any other in the course of the organisation’s work activities. Such acts will be dealt with as misconduct, 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 is a criminal offence.

4. Making opportunities for training, development and progress available to all staff and volunteers, 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.

5. Making decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

6. Reviewing employment practices and procedures when necessary to ensure fairness, and also updating them and this policy to take account of changes in the law.

7. Monitoring the make-up of the workforce 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 this policy. Monitoring will also include assessing how this policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

 

Agreement to follow this policy:

The equality, diversity and inclusion policy is fully supported by BDE’s board and senior management. 

 

BDE disciplinary and grievance procedures:

• Details of the organisation’s grievance and disciplinary policies and procedures can be found at [insert details as appropriate]. This includes with whom an employee should raise a grievance – usually their line manager.

• Use of the organisation’s grievance 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.

 

Last Updated May 2025