Founders4Schools' Equality, Diversity and Inclusion Policy
What is the policy about?
Founders4Schools (F4S) is committed to encouraging equality, diversity and inclusion (ED&I) among our workforce, and eliminating unlawful discrimination. These responsibilities are enshrined in law (the Equality Act 2010) and are clearly important in the creation and maintenance of a harmonious society and working environment at F4S.
At F4S we are guided by our values in everything we do; scale, execution, leadership, act with integrity and collaboration and the Charity recognises that being a diverse and inclusive employer helps us fulfil our responsibility and duty to fulfil these values.
F4S work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discrimination, should it ever arise.
The aim is for our workforce to be truly representative of all sections of society and those accessing our services, and for each employee to feel respected and able to give their best. F4S is committed to treating everyone fairly, we respect and value the diversity of our external partners, trusted advisors, educators, volunteers, employees, suppliers, and all other people we work with.
Why is it important?
F4S has a positive outcome based view of equality, diversity and inclusion (ED&I). The legal and moral drivers for ED&I are clear. Yet, there are also very positive drivers and benefits for the charity in relation to ED&I.
This policy applies to:
- Internal members of F4S (individuals who work for the company either on a permanent, temporary, contractual or voluntary basis)
- External bodies (individual or organisations who are in receipt of F4S services)
How do we continue to deliver ED&I at F4S?
Measurement and Accountability
Culture and Leadership
Retention, Recruitment and Promotion (staff at F4S)
- F4S sets representation goals and their own diversity and inclusion plan and working practices
- Review progress on ED&I annually
- Have a dedicated ED&I Team with implementation of a clear BAME strategy
- Deliver journey to an inclusive culture at F4S
- Encourage uptake and involvement of ED&I working practices
- Incorporate diversity into training for new staff
- Continued effort in having a diverse pipeline for senior roles
- Actively and intentionally recruiting diverse groups of individuals to create an international, inclusive and diverse organisation
- Ramp up recruitment of volunteers from BAME communities
- Strong focus on providing support to students from BAME communities
- Engage with third sector/charities and organisations who are dedicated to these initiatives to best support those from BAME demographics
We will continue to:
- Provide learning and working environments that respect difference and protects the diversity of those working within them
- Raise individual awareness of the importance of equality and diversity and good relations between people of different groups
- Ensure that everyone is enabled to achieve positive outcomes, whatever their background
- Ensure fair and equal access to learning and recruitment and take action to promote equality
- 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.
The Charity commits to the following and are aligned with the Charity’s values:
- Encourage equality, diversity, and inclusion in the workplace as they are good practice and aligned with the values of the charity- acting with integrity.
- 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- acting with integrity and leading by example.
- 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 charity’s work activities- execution and acting with integrity.
- 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- collaboration.
- 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- collaboration.