Equality, Diversity and Inclusion Policy

Walsall Community Active Projects CIC

Company number 17051741

Equality, Diversity and Inclusion Policy

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1. Statement of Intent

Walsall Community Active Projects CIC is committed to creating opportunities for everyone in our community to grow and thrive, regardless of their race, ethnicity, gender, sexuality, religion or background. We believe diversity strengthens our communities and is central to the success of our work in Walsall and the wider West Midlands.

This policy sets out how we promote equality, value diversity and create an inclusive environment for staff, volunteers, participants, partners and members of the public.

2. Our Commitment

We will:

• Treat every person fairly, with dignity and respect
• Provide services that are accessible to everyone in our community
• Challenge discrimination, harassment and victimisation wherever we find it
• Reflect the diversity of our community in our staff team, volunteers and trustees
• Listen to people from different backgrounds and use their voice to shape our services

3. Legal Framework

This policy is based on the Equality Act 2010, which protects people from discrimination on the basis of the following protected characteristics:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

We also have regard to the Human Rights Act 1998 and the public sector equality duty when delivering services on behalf of, or in partnership with, public bodies.

4. Forms of Discrimination We Do Not Tolerate

• Direct discrimination: treating someone less favourably because of a protected characteristic.
• Indirect discrimination: applying a policy, rule or practice that puts people with a protected characteristic at a disadvantage.
• Harassment: unwanted conduct related to a protected characteristic that creates an intimidating, hostile or offensive environment.
• Victimisation: treating someone badly because they have made or supported a complaint about discrimination.
• Associative discrimination: discrimination against someone because of their connection with a person who has a protected characteristic.

5. Inclusive Services

When designing and delivering services, we will:

• Consider the needs of different groups in our community at the planning stage
• Make reasonable adjustments for disabled participants, staff and volunteers
• Offer information in clear, plain language and in different formats where requested
• Provide gender-appropriate facilities, support and chaperoning where needed
• Respect cultural, religious and dietary needs in our sessions, trips and events
• Use venues that are physically accessible wherever possible, and explain accessibility clearly when they are not
• Keep our sessions affordable, and offer free or subsidised places to families on low incomes

6. Recruitment and Volunteering

In recruiting staff, volunteers and trustees, we will:

• Advertise openly and use plain language in role descriptions
• Welcome applications from underrepresented groups
• Use fair and consistent shortlisting and interview methods
• Make reasonable adjustments for disabled candidates throughout the process
• Avoid asking inappropriate questions, including about health, family commitments or personal circumstances

7. Staff and Volunteer Conduct

All staff, volunteers and trustees are expected to:

• Treat colleagues, participants, partners and members of the public with respect
• Avoid language, jokes or behaviour that could cause offence
• Challenge discriminatory behaviour by others in a safe and appropriate way
• Report concerns about discrimination, harassment or victimisation

Breaches of this policy may be treated as a disciplinary matter and, in serious cases, may lead to dismissal.

8. Tackling Hate Incidents

Any incident of suspected hate crime or hate-motivated bullying, whether involving staff, volunteers or participants, will be taken seriously, recorded and reported. Where appropriate, we will report incidents to the police and support victims to access specialist services.

9. Reasonable Adjustments

We will make reasonable adjustments to remove barriers for disabled people, including:

• Adjusting session formats, equipment or pace
• Allowing carers or support workers to attend
• Providing written information in larger print or simpler language
• Offering flexible attendance and break arrangements where helpful

Anyone needing an adjustment can speak to a member of staff in confidence.

10. Monitoring

We will:

• Collect monitoring information from participants, staff and volunteers on a voluntary basis
• Use this information to understand who we are reaching and where we need to do more
• Treat all monitoring data confidentially in line with our Data Protection Policy
• Share key findings with our board, partners and funders, anonymised where appropriate

11. Training

All staff, volunteers and trustees will receive equality, diversity and inclusion training as part of their induction, with refresher training at least every three years. Additional training will be provided on specific topics, such as disability awareness, anti-racism and LGBTQ+ inclusion, where relevant.

12. Complaints

Anyone who feels they have been discriminated against, harassed or treated unfairly can raise a concern through our Complaints Procedure. Concerns will be taken seriously, investigated fairly and addressed promptly. No one will be penalised for raising a genuine concern.

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Policy Review

This policy was adopted on 14 February 2026 and will be reviewed annually, with the next scheduled review in February 2027. It will also be reviewed earlier if there are significant changes in legislation, guidance, or our activities.

All staff, volunteers and trustees will be made aware of any updates and asked to confirm they have read and understood the revised version.

Signed on behalf of the Board