fbpx

M: 07748 690989
E: This email address is being protected from spambots. You need JavaScript enabled to view it.
Office hours: 9.00am to 3.00pm

Equality, Diversity and Inclusion Policy 


Employment


The Phoenix Group for Deaf Children and Young Adults are 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 Members, and for each employee to feel respected and able to give their best.
The organisation - in providing services and facilities - is also committed against unlawful discrimination of Members 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.


Phoenix’s 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, members, suppliers and the public.


We will take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, 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.


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.


Phoenix will;

 

  • Make opportunities, when funding and time allows 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.
  • 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 are working in practice, reviewing them annually, and considering and taking action to address any issues.


Membership and Wider Network

 

  • The Phoenix Group for Deaf Children and Young People is committed to ensuring that all those we work with (inclusive of our membership, volunteers and those representing external organisations) are treated with dignity, respect, and fairness, regardless of age, gender, gender identity, disability, ethnicity, race, religion or belief, sexual orientation, socio-economic background, or communication preferences.
  • We actively promote an inclusive environment within our membership where deaf children, young people, and their families feel welcomed, valued, and able to participate fully in all activities and opportunities.
  • We recognise the diversity within the deaf community, including differing communication methods (such as British Sign Language, other sign language, lip reading, spoken language), and we strive to ensure that our activities and communications are accessible and inclusive.
  • We are committed to removing barriers to participation in our services, events, and decision-making processes, ensuring equitable access for all members of our community.
  • The Phoenix Group expects all partners, collaborators, contractors, and organisations within its wider network to demonstrate a commitment to equality, diversity and inclusion consistent with our values.
  • We will work collaboratively with schools, local authorities, health services, and other third-sector organisations to promote inclusive practice and improve outcomes for deaf children and young people.
  • We actively seek to engage with underrepresented or less-heard groups within the deaf community, ensuring their voices inform our work and development.
  • Discriminatory behaviour, harassment, or exclusionary practices within our membership or wider network will not be tolerated and will be addressed promptly and appropriately.
  • We are committed to ongoing learning and improvement in our EDI practice, including listening to feedback from members, families, and partners to strengthen inclusion across all areas of our work.


The equality, diversity and inclusion policy is fully supported by the CEO and has been agreed with the Board of Trustees.


Details of the organisation’s grievance, disciplinary, financial hardship and other policies which work in connection with this EDI policy can be found in the staff and volunteers policies document which all staff and volunteers are sent when they join the charity.