1. Our aim
1.1 In carrying out its functions as a community interest company
(Activeace) is committed to promoting equality of opportunity for all,
and to ensuring that no individual is discriminated against in the
planning and delivery of any of our activities.
1.2 We therefore aim to ensure that the values of equality,
diversity, and respect for all are embedded into everything that
2. About our policy
2.1 This policy is intended to demonstrate Activece's commitment
to eliminating discrimination and encouraging and valuing diversity
among staff, volunteers, partners, suppliers, users of our services
and committee members.
2.2 We recognise our responsibilities under the Equality Act 2010
and are committed to meeting them in full. We believe that a culture
that embraces equality and values diversity will help us to ensure
that everyone feels involved and included in our plans, programmes
2.3 We aim to create an environment which respects and welcomes
everyone, and in which no form of bullying, harassment,
disrespectful or discriminatory behaviour is tolerated by anyone
towards anyone. This particularly applies in relation to the
'protected characteristics' named in the Equality Act 2010:
Age, disability, gender reassignment, income, marriage or civil
partnership status, pregnancy and maternity, race, religion
or belief, sex and sexual orientation, (see below for explanations)
3. Our responsibilities
3.1 Activeace understands that for equality to be achieved
this policy needs to be understandable and be embraced
by staff, volunteers, suppliers, partners, residents and committee
3.2 The policy is fully supported and welcomed by all employees
and has been agreed by our Management committee.
3.3 All staff, volunteers, suppliers, partners and committee
members have a responsibility to ensure that their own language
and actions are consistent with the spirit as well as the
contents of this policy.
3.4 Overall responsibility for the implementation of this
policy lies with Activeace's 's Directors and its Management
4. Our commitments
4.1 Activeace recognises that an Equality and Diversity
Policy alone is not enough to ensure that equality and diversity
are central to everything that we do.
4.2 We will seek to create an environment in which diversity
and the contributions of all staff, volunteers, suppliers,
partners, residents and committee members in all that we do
are recognised and valued. In this way we hope to provide an
example of good equality practice and to promote community
cohesion within our organisation and the community in which we
4.3 In introducing this policy we recognise that many people are
unfamiliar with the way in which discrimination and disadvantage
affect people's health, well-being and quality of life. We will
therefore enable people to develop equalities awareness and
4.4 To ensure that we are meeting the aims and the spirit of
this policy we will:
Discuss and review how well we are implementing this
policy, and adjust our practices and action plans
Review any significant new or revised policies and
procedures to asses their impact on equality.
Embed equality and diversity in our development
Ensure our employment practices and procedures are
consistent with the aims of this policy.
5. Other Staff / contractors representing Activeace.
It is important to us that suppliers, contractors and any other
individual or organisation working with or on behalf of Activeace
are aware of and agree to comply with our equality and diversity
policy while that work is underway.
In addition, we are committed to:
using accessible venues for events and
using plain English, and offering accessible
communications, for example, emails, letters,
reports and publicity materials as far as it
is within our means so to do.
6. Review and Action.
6.1 We recognise that it is important for us to regularly review
this policy to ensure that it reflects up to date equality
legislation and best practice.
6.2 A review of our Equality and Diversity Policy will be carried
out annually as a minimum and any necessary actions will be taken.
Equality Act 2010 - Explanation of the Protected Characteristics.
An age group includes people of the same age and people
of a particular range of ages. Where people fall in the
same age group they share the protected characteristic
of age. An age group would include "over fifties" or
twenty-one year olds. A person aged twenty one does not
share the same characteristic of age with "people in
their forties". However, a person aged twenty-one and
people in their forties can share the characteristic
of being in the "under fifty" age range.
A person has a disability if they have a physical or
mental impairment, and the impairment has a substantial
and long-term adverse effect on their ability to carry
out normal day-to-day activities. This section replaces
similar provisions in the Disability Discrimination Act
1995 and provisions in secondary legislation made under
A person has the protected characteristic of gender
reassignment if the person is proposing to undergo,
is undergoing or has undergone a process (or part
of a process) for the purpose of reassigning the
person's sex by changing physiological or other
attributes of sex.
Marriage and civil partnership:
A person has the protected characteristic of marriage
and civil partnership if the person is married or is a
A person who is engaged to be married is not
married and therefore does not have this
A divorcee or a person whose civil
partnership has been dissolved is not
married or in a civil partnership and
therefore does not have this protected
Race is defined as
A racial group could be "black Britons" which would
encompass those people who are both black and who are British citizens.
This section replaces similar provisions in the Racer
Relations Act 1976. However, the power to add caste to
the definition of race is a new provision.
includes being black or white.
includes being a British, Australian or Swiss citizen.
Ethnic or national origins:
includes being from a Roma background or of Chinese
Religion or belief:
Religion means any religion and a reference to
religion includes a reference to a lack of religion.
A religion must have a clear
structure and belief system.
Denominations or sects within a
religion can be considered to be
a religion or belief, such as
Protestants and Catholics within
A belief means any religious or
philosophical belief and a reference
to belief includes a reference to a
lack of belief.
A "philosophical belief" must be;
This section replaces similar provisions in the
employment Equality (Religion or Belief) Regulations
2003 and the Equality Act 2006.
a belief and not an opinion or
viewpoint based on the present state of
a weighty and substantial aspect of
human life and behaviour,
attain a certain level of cogency,
seriousness, cohesion and importance,
be worthy of respect in a democratic
society, compatible with human dignity
and not conflict with the fundamental rights
of others. Any cult involved in illegal
activities is not covered. Beliefs such
as humanism and atheism would be covered.
A reference to a person who has a particular protected characteristic
is a reference to a man or to a woman;
A reference to persons who share a protected characteristic is a
reference to persons of the same sex.
is a person's sexual orientation towards:
The definition is designed to replicate the effect
of similar provisions in the Employment Equality
(Sexual Orientation) Regulations 2003 and the
Equality Act 2006.
people of the same sex as him
or her (in other words the person
is a gay man or a lesbian)
people of the opposite sex from
him or her (the person is heterosexual)
people of both sexes (the person
Source: Equality Act 2010 and Explanatory Notes to the Equality Act 2010