Equality Diversity And Inclusion Policy

Equality, Diversity, and Inclusion Policy

XploreAgile recognises that providing equality of opportunity, valuing diversity, and promoting a culture of inclusion is vital to our success.

We want our staff, associates, and participants to reflect the diversity of the regional, national, and international communities that we serve and influence. We aim to be a place where people can freely be themselves no matter their identity or background.

By creating a working, learning, and social environment where individuals can fully utilise their skills and talents without fear of prejudice or harassment, we aim to create a culture where everyone can reach their fullest potential.

We will ensure that equality is embedded in all of our activities, policies, and decisions and will work with our partners to share good practices. Key to this is our commitment to implementing a programme of activity to progress our equality aims and objectives.

Scope

This policy applies to all current and potential participants and staff working with XploreAgile on a paid or voluntary basis, associates, consultants, and visitors or contractors who visit our premises. It covers discrimination on the basis of age, disability, gender reassignment, marriage, and civil partnership, pregnancy and maternity, race, religion and/or belief, sex or sexual orientation as set out in the Equality Act (2010).

Commitment

Equality is at the heart of our strategy, which sets our values and goals. Our aim is to fully use people’s talents and skills by creating an open and inclusive workplace culture where people from all backgrounds can work together with dignity and respect.

We will take active steps to fulfill our responsibilities and promote good practice by:

Complying with legal obligations in a transparent manner
Developing diversity objectives
Assessing the impact of policies and practices to identify, remove or mitigate any disadvantage to underrepresented groups
Taking measures to eliminate discrimination
Taking action to redress any gender, racial or other imbalance, including monitoring the recruitment and progress of all students and staff, collecting and collating equalities information and data, and acting on any inequality revealed by the data.
Fostering good relations between persons who share a protected characteristic and persons who do not
Promoting awareness and understanding of EDI matters among staff and students through policies, training, guidance, and campaigns
Engaging with staff and students in respect of changes that may affect their employment or study
Ensuring that existing staff and students, as well as applicants to work or study, are treated fairly and judged solely on merit and by reference to their skills and abilities
Raising awareness of our policies and commitment with external suppliers, associates, contractors, and partners and encouraging them to follow similar good practice
Ensuring our facilities are, as far as reasonably possible, welcoming and accessible to all
Making sure reasonable adjustments are made, as appropriate, to enable disabled staff and students to overcome barriers in the working, learning, and social environment
Requiring that learning and teaching material, where practical, includes positive, diverse, non-stereotypical content
Ensuring staff and students are provided with appropriate tools so that they feel confident to discuss issues and raise any concerns
Dealing with potential and actual acts of discrimination, harassment, and bullying appropriately under relevant University policy and taking appropriate action where necessary
Consulting with staff and students on issues through existing mechanisms

Training

All staff and associates are required to take part in EDI training appropriate to their role, with new staff required to take EDI training as part of their induction.

Complaints Procedures related to Equality, Diversity, and Inclusion

XploreAgile expects all members of its community to treat others equitably, with dignity and respect. Any members of our community who believe they have been discriminated against, harassed, or bullied have the right to make a complaint-free from victimisation or fear of retaliation. When making a complaint, normally, the matter should be raised informally in the first instance with the Trainer of the person being complained of. Complaints can be raised to [email protected] where required. We aim to support and protect anyone who makes a complaint or acts as a witness under these procedures from victimisation or retaliation. Last Updated: October 2022