Patheway Health CIC

Equality, Diversity and Inclusion Policy

Patheway Health CIC

1. Policy Statement

Patheway Health CIC is committed to promoting equality, diversity and inclusion in all areas of our work. We believe that everyone should be treated with dignity, fairness and respect, regardless of background, identity, or circumstance.

We aim to create an inclusive environment where staff, volunteers, beneficiaries, partners and stakeholders feel valued and supported. We recognise that diverse perspectives strengthen our organisation and help us better serve the communities we work with.

This policy sets out our commitment to preventing discrimination, promoting equality of opportunity, and fostering a culture of inclusion.

2. Purpose of the Policy

The purpose of this policy is to:

  • Promote equality of opportunity for all
  • Prevent discrimination, harassment, bullying and victimisation
  • Encourage a diverse and inclusive organisational culture
  • Ensure compliance with UK equality legislation
  • Provide guidance to staff, volunteers and advisory board members on expected behaviour

3. Scope

This policy applies to:

  • Employees
  • Volunteers
  • Directors and board members
  • Contractors and consultants
  • Service users and beneficiaries
  • Partner organisations

It applies across all organisational activities including recruitment, service delivery, partnerships and community engagement.

4. Legal Framework

This policy supports compliance with the Equality Act 2010, which protects individuals from discrimination based on the following protected characteristics:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race (including colour, nationality, ethnic origin)
  • Religion or belief
  • Sex
  • Sexual orientation

Patheway Health CIC will not tolerate discrimination based on any of these characteristics.

5. Our Commitments

Patheway Health CIC commits to:

5.1 Equality

Ensuring fair treatment and equal access to opportunities for all individuals regardless of background.

5.2 Diversity

Valuing and respecting differences in culture, experience, identity and perspectives.

5.3 Inclusion

Creating an environment where everyone feels welcomed, respected, and able to contribute fully.

6. Recruitment and Employment

We are committed to fair recruitment and employment practices by:

  • Advertising roles openly and inclusively
  • Using fair and transparent recruitment processes
  • Ensuring selection decisions are based on merit and ability
  • Making reasonable adjustments for candidates with disabilities
  • Promoting equal opportunities for training, development and progression

7. Service Delivery

In delivering our services, we will:

  • Ensure services are accessible to diverse communities
  • Remove barriers to participation
  • Engage with underrepresented groups
  • Deliver programmes that reflect the needs of the communities we serve

8. Preventing Discrimination and Harassment

Discrimination, harassment, bullying or victimisation will not be tolerated.

Examples include:

  • Offensive language or behaviour
  • Exclusion based on identity
  • Unfair treatment in recruitment or service delivery
  • Harassment or intimidation

Any complaints will be taken seriously and addressed promptly through appropriate procedures.

9. Responsibilities

Directors

  • Provide leadership and oversight of EDI commitments
  • Ensure policies and practices reflect equality principles

Senior Leadership

  • Promote an inclusive organisational culture
  • Ensure staff and volunteers understand this policy

Staff and Volunteers

  • Treat others with respect and dignity
  • Follow the principles set out in this policy
  • Report any concerns or incidents of discrimination

10. Reporting Concerns

Any individual who experiences or witnesses discrimination or harassment should report it to:

  • A line manager
  • An advisory board member
  • The designated safeguarding or HR contact

All reports will be treated confidentially and investigated fairly.

11. Monitoring and Review

Patheway Health CIC will regularly review its equality and diversity practices to ensure they remain effective. This may include:

  • Reviewing recruitment data
  • Gathering feedback from staff, volunteers and beneficiaries
  • Monitoring accessibility and participation
  • Reviewing the policy annually

12. Policy Review

This policy will be reviewed every 12 months or sooner if required by changes in legislation or organisational needs.