Equality, Inclusion and Diversity Policy

This policy sets out our approach to equal opportunities, inclusion and the avoidance of discrimination at work. “Equality” means ensuring everyone has the same opportunities to fulfil their potential free from discrimination. ”Inclusion” means everyone feels comfortable to be themselves at work and feels the worth of their contribution. “Diversity” means the celebration of individual differences among the workforce. We will actively support diversity and inclusion and ensure that all our employees are valued and treated with dignity and respect. We want to encourage everyone in our organisation to reach their potential. It also covers the treatment and conduct of volunteers and the services we provide to families and supporters.

You and any job applicants will receive equal treatment for all aspects of employment with us, including 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. This is regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (known as “protected characteristics”), criminal record, place of residence, health status or any other reason which cannot be shown to be justified.

Momentum values diversity. By respecting and using diversity we can maximise our impact through meeting individual needs and staying in touch with the changing societies in which we operate. Employees, consultants and volunteers should recognise and fulfil their personal role in making Momentum a genuinely inviting and inclusive organisation.

We have a commitment to diversity, which is about:
➢ Recognising and valuing difference
➢ Recognising and seeking to redress inequality and disadvantage
➢ Treating all in a fair, open and honest manner
➢ Recognising the right of employees, consultants, volunteers and service users to be treated with dignity and
respect

We are committed to:
➢ Equality of opportunity
➢ Tackling discrimination and disadvantage
➢ Tackling harassment and intimidation
➢ Making our workforce and the organisation as a whole more representative of the diverse communities that
make up South-West London, Surrey and Sussex
➢ Continuing to identify ways to ensure our services are accessible to all sections of the communities we work in
➢ Encouraging other organisations to adopt similar policies on Equality, Inclusion and Diversity

Momentum is committed to a policy of Equality, Inclusion and Diversity in service delivery and in employment practices and will not accept discrimination in its work with and for children with cancer or a life-challenging condition. We will never use cultural practices as a justification for, or to ignore an issue of, safeguarding. This commitment includes training managers and all other employees and volunteers about their rights and responsibilities under the equality policy. Responsibilities include employees and volunteers conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All employees and volunteers should understand that 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, volunteers, services users, suppliers and the public.

Momentum aims to provide support throughout South-West London, Surrey and Sussex to children and the
families of children facing cancer or another life-challenging condition, without discriminating against, stigmatising
or patronising anyone we work with. Every service user will be treated in a professional manner, with courtesy and respect.

Users of our services and those who take part in our activities will be informed that Momentum is committed to an Equality, Inclusion and Diversity policy so that:
a. They will know a policy exists and a copy is available so as to guide all members of the organisation and others to share the commitment and code of practice of Equality, Inclusion and Diversity.
b. All who come into contact with Momentum will know the standards that we are trying to achieve and have the opportunity to assist us in trying to achieve them.
c. They will know they have the right to complain, if they feel these standards are not being adhered to or dissatisfied with the service provided to them.
Momentum will seek to ensure that its services meet the needs of its diverse communities by proactively involving communities in identifying their needs and by seeking to meet these needs. Momentum will seek to develop services in such a way to achieve maximum take up by all communities and particularly those groups facing disadvantage and discrimination.

It will do this by:
➢ Providing information in plain English and using methods other than written documents to present
information as appropriate.
➢ Ensuring that all strategic planning includes consideration to any projects that will further the aims of our
policy.
➢ Testing any service offerings, fundraising events and projects against the principles of our policy.

Momentum will not unlawfully discriminate against or harass other people including current and former employees, consultants, job applicants, volunteers, clients, service users, supporters, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts) and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:
a) Direct discrimination: treating someone with a Protected Characteristic less favourably. For example, rejecting a job applicant because of their religious views or because of sexual orientation.
b) Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men: such a requirement would be discriminatory unless it can be justified.

c) Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Bullying and Harassment
policy.
d) Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

e) Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable
treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate
disadvantages caused by a disability.

Momentum will ensure that recruitment practices fulfil the requirement of the Equality, Inclusion and Diversity
policy.
Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid
stereotyping or using wording that may discourage particular groups from applying. All posts will have a job
description and person specification, which will contain essential and desirable skills, qualifications and
experience. Person specifications will only contain details which are required. All recruitment adverts will carry the
statement “Momentum Children’s Charity promotes Equality, Inclusion and Diversity. A copy of our Equality,
Inclusion and Diversity policy will be available on request”.
Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a
Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to
have children.
Shortlisting should be done by more than one person if possible. The format for interview will be agreed before it
takes place and will remain constant for all interviews for the position.
Every effort will be made to make provision for employees, consultants and volunteers with a disability through
reasonable adaptations. Posts which are deemed suitable will be advertised as available for job share. Job shares
may also be available to employees in suitable posts on request, and providing that a suitable job sharer can be
recruited.
All employees and trustees involved in recruitment and selection will be aware of this policy and adhere to it at all
times. All applicants for posts will be treated strictly on merit, against objective criteria that avoid discrimination.
As an exception, posts targeted at specific groups of people will be exempted, as allowed by legislation.
An appointed person will be responsible for vetting, in confidence, applicants for sensitive posts: this may include
Disclosure and Barring Service (DBS) checks. Reasons for the decision to appoint, or not, will be noted and kept for
at least six months.

If an employee is disabled or becomes disabled, they are encouraged to talk about their condition so that
reasonable adjustments or support may be considered as appropriate.

The Board of Trustees, employees, consultants and volunteers need to recognise and fulfil their personal role in
making Momentum a genuinely inviting and inclusive organisation. We will ensure that all employees and
volunteers know about the Equality, Inclusion and Diversity policy and their responsibilities within it, by including
it within Induction Training, and ensuring it has a high profile within our internal communications and practices.
Additional role specific training will be undertaken to ensure understanding of and commitment to Equality,
Inclusion and Diversity policies and procedures as appropriate.

Momentum will monitor and review the take up of services with records being kept of actions and decisions by
trustees, employees, consultants and volunteers. Provision of monitoring data will be supplied on a voluntary
basis, using agreed categories.

The Board of Trustees has the ultimate responsibility to provide, implement and review this policy. It is the
responsibility of trustees, employees, consultants and volunteers to support the policy by ensuring that
Momentum’s activities promote equality, inclusion and diversity. The CEO or appointed representative holds the
day-to-day responsibility for ensuring that the policy is implemented and, in the first instance, for dealing with or
taking action on disciplinary offences.

Momentum takes seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow
employees, consultants, volunteers, clients, service users, supporters, customers, suppliers, visitors, the public
and any other stakeholders in the course of the organisation’s work activities.
We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary
Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal
without notice.
If you believe that you have suffered discrimination the matter can be raised through Momentum’s Grievance
Procedure. Complaints will be treated in confidence and investigated as appropriate.
Employees must not be victimised or retaliated against for complaining about discrimination. However, making a
false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary
Procedure.