Equality, diversity and inclusion

1. Statement of Intent

Kinect Community CIC is committed to promoting equality, diversity, and inclusion (EDI) in all aspects of our work. We believe that every individual—whether a participant, staff member, volunteer, parent/carer, or visitor—has the right to be treated with dignity and respect, free from discrimination, harassment, and victimisation.

We recognise that our community is diverse across all ages, backgrounds, and life experiences. We are dedicated to creating a culture that celebrates this diversity, recognises individual strengths, and ensures that everyone has equal access to opportunities, resources, and support. Our commitment extends beyond legal compliance; we aim to be a positive example of inclusive practice, fostering a sense of belonging where every voice is heard and valued.

2. Definitions

• Equality: Ensuring that every individual has an equal opportunity to make the most of their lives and talents. It is about fair treatment and removing barriers, recognizing that "fair" does not always mean "the same," but rather giving people the specific support they need to achieve equal access.
• Diversity: Recognising, respecting, and valuing differences between individuals, including visible and non-visible characteristics such as culture, ethnicity, disability, age, gender, faith, and socio-economic background.
• Inclusion: The active process of creating an environment where everyone feels welcomed, supported, and able to participate fully. Inclusion is the practice of ensuring that people feel they belong.

3. Legal Framework

This policy is developed in accordance with, but not limited to, the following legislation:

• Equality Act 2010: The primary legislation protecting individuals from discrimination.
• Human Rights Act 1998: Protecting the fundamental rights and freedoms of all individuals.
• Mental Capacity Act 2005: Ensuring inclusion for those who may lack capacity.
• Care Act 2014: Promoting wellbeing and inclusion in adult social care settings.
• Children Act 1989 & 2004: Ensuring the interests of the child are paramount and inclusive.
• UK GDPR & Data Protection Act 2018: Ensuring sensitive data related to protected characteristics is handled legally and securely.

4. Purpose and Scope

4.1 Purpose

The purpose of this policy is to ensure that Kinect Community CIC complies with its legal obligations, promotes a culture of respect, and provides a framework for embedding EDI into every decision, activity, and service we provide.

4.2 Scope

This policy applies to:

• All staff (permanent, temporary, and contracted).
• Volunteers and students on placement.
• All participants and service users (children, young people, adults, and families).
• Contractors, partners, and visitors involved with our organisation.

5. Roles and Responsibilities

5.1 Organisation Lead and Directors

• Have overall responsibility for the implementation and monitoring of this policy.
• Ensure that EDI is considered in all strategic planning and decision-making.
• Model high standards of inclusive behaviour and challenge discriminatory practices.
• Ensure sufficient resources and training are provided to meet EDI objectives.

5.2 All Staff and Volunteers

• Are responsible for promoting equality and creating a welcoming environment.
• Must refrain from any form of discrimination, harassment, or victimisation.
• Have a duty to report any discriminatory behaviour or barriers to inclusion they observe.
• Must participate in mandatory EDI training.

5.3 Participants and Service Users

• Are encouraged to respect the rights and backgrounds of others.
• Are supported to report any incidents of discrimination they experience within our services.

6. Protected Characteristics

In line with the Equality Act 2010, Kinect Community CIC will ensure no individual is discriminated against based on:

• Age: Protecting individuals of all ages, from children to older adults.
• Disability: Including physical, sensory, cognitive, and mental health conditions.
• Gender Reassignment: Protecting those who are proposing to undergo, are undergoing, or have undergone a process to change their sex.
• Marriage and Civil Partnership: Protecting individuals in legal unions.
• Pregnancy and Maternity: Protecting individuals during pregnancy and the period after childbirth.
• Race: Including colour, nationality, and ethnic or national origins.
• Religion or Belief: Including religious and philosophical beliefs, as well as lack of belief.
• Sex: Protecting both men and women.
• Sexual Orientation: Protecting individuals' orientation towards persons of the same sex, opposite sex, or either sex.

7. Forms of Discrimination

• Direct Discrimination: Treating someone less favourably than others because of a protected characteristic.
• Indirect Discrimination: When a rule or policy applies to everyone but puts people with a particular protected characteristic at a disadvantage.
• Harassment: Unwanted behaviour related to a protected characteristic that violates dignity or creates an intimidating or offensive environment.
• Victimisation: Treating someone unfairly because they have made or supported a complaint about discrimination.
• Discrimination by Perception: Discriminating against someone because it is thought they have a protected characteristic.
• Discrimination by Association: Discriminating against someone because they are associated with someone who has a protected characteristic (e.g., a carer of a person with a disability).

8. Inclusive Service Delivery (All Ages)

Kinect Community CIC provides activities for people of all ages. To ensure inclusion, we will:

• Intergenerational Respect: Foster environments where different age groups can interact with mutual respect and understanding.
• Age-Appropriate Support: Tailor our communication and activities to be accessible to children, young people, and adults alike.
• Diverse Representation: Ensure that our materials, imagery, and curriculum reflect the diversity of the community we serve.
• Barriers to Access: Actively identify and remove barriers that may prevent certain groups from participating (e.g., financial, geographical, or cultural barriers).

9. Inclusive Recruitment and Selection

We aim to attract and retain a workforce that reflects our diverse community.

• Open Advertising: Roles will be advertised widely to reach underrepresented groups.
• Inclusive Language: Job descriptions and adverts will use gender-neutral and plain language, focusing on essential skills.
• Bias Reduction: We use structured interviews and scoring matrices based on objective criteria to reduce unconscious bias.
• Diverse Panels: Where possible, recruitment panels will be diverse to provide multiple perspectives.

10. Reasonable Adjustments and Accessibility

We are committed to making reasonable adjustments to ensure individuals with disabilities can participate fully.

• Environmental: Ensuring our venues are physically accessible.
• Communicational: Providing information in alternative formats (e.g., large print, easy-read, or digital) upon request.
• Procedural: Adjusting our ways of working to support neurodivergent individuals or those with mental health conditions.
• Proactive Dialogue: We will invite individuals to share their access needs in a confidential and supportive manner.

11. Promoting an Inclusive Culture

• Zero Tolerance: We have a zero-tolerance approach to bullying, harassment, and discrimination.
• Celebrating Diversity: We will mark and celebrate significant cultural, religious, and awareness events relevant to our community.
• Professional Curiosity: Staff are encouraged to use professional curiosity to identify "hidden" barriers to inclusion.
• Voice and Influence: We will seek feedback from participants of all ages to ensure our services remain inclusive and responsive.

12. Training and Development

• Induction: All new staff and volunteers will receive EDI training as part of their induction.
• Ongoing Training: Regular refresher training will be provided on topics such as unconscious bias, cultural competency, and the Equality Act.
• Specialist Training: Staff working with specific groups (e.g., those with SEND or older adults) will receive relevant specialist training.

13. Reporting and Addressing Breaches

• Reporting: Any individual who believes they have experienced or witnessed discrimination should report it to the Organisation Lead or follow the Complaints and Disputes Policy.
• Investigation: All reports will be taken seriously and investigated promptly and fairly.
• Disciplinary Action: Breaches of this policy by staff may result in disciplinary action, up to and including dismissal.
• Safeguarding: If a breach involves a risk of harm to a child or adult at risk, it will be handled immediately under the Safeguarding Policy.

14. Monitoring and Review

• Data Collection: We will collect and analyse anonymised data on the diversity of our staff and participants to identify areas for improvement.
• Annual Review: This policy will be reviewed annually by the Directors to ensure it reflects current legislation and best practice.
• Equality Objectives: We will set and publish annual EDI objectives to track our progress.

Kinect Community CIC Building a stronger, more inclusive community together.

Questions about this policy? Email contact@kinectcommunity.org.