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AMBIT Youth Ltd, hereby referred to as “the organisation”, is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

• 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 and sexual orientation

• 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, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

​The organisation commits to: 

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

• Create 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 staff are recognised and valued.
  This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

• All staff should understand they, as well as their employer, 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

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
  Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, 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 under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, 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.

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

• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

• Monitor 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 the equality, diversity and inclusion policy.
  Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and is in keeping with the suggested guidelines for youth organisations in the UK. 

Details of the organisation’s grievance and disciplinary policies and procedures are detailed in our employees onboarding handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/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.

 

 

Working closely with Children and Young People

 

AMBIT Youth Ltd welcomes all children and young people within our working communities (London Boroughs), regardless of their abilities.

We will endeavour to make our organisation as accessible as possible, based on the needs of individuals involved as well as periodically assess our capacity to make modifications that promote inclusion.

 

What we will do

• Put people first, focus on what they can do and find out how they want to participate.

• Ask each individual – and their parent/carer if the participant is a child – for their advice about what modifications would help them to participate.

• Be honest and explain if certain modifications or adjustments are not currently possible.

• Ensure spaces used by AMBIT Youth Ltd are accessible for all

• Communicate with people and share club information in appropriate ways and formats.

• Expect staff and children and young people alike to accept all and welcoming.

• Make sure people of all abilities are included in our activities and are recognised for their contribution and achievement.

• Have strong policies to ensure that people play and participate in our activities without discrimination, harassment or bullying.

• Provide information through signposting relevant services and local agencies

 

What we ask you to do

If you or your child/young person has an additional need:

• tell us what we can do to help include you in our activities

• understand that we will do our best to make any necessary adjustments or modifications

• talk to us if you have any concerns or ideas to help us make our activities more inclusive.

Last review date: 1 Jun 2022