Equality, diversity and inclusion policy

Outdoor Tribe CIC equality, diversity and inclusion policy

Outdoor Tribe CIC is committed to encouraging equality, diversity and inclusion among our team, and eliminating unlawful discrimination. The expression “team” in this policy means our directors, employees and volunteers. It also includes external contractors when operating alongside our team members in providing services.

The aim is for our team to be truly representative of all sections of society and our customers, and for each member of the team to feel respected and able to give their best.
The organisation – in providing services and/or facilities – is also committed to operate without any form of unlawful discrimination of customers or others with whom we have contact or dealings.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all members of our team, whether temporary, part-time or full-time

2. 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
  • sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits
  • terms and conditions of employment or engagement
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment or engagement, promotion, training or other developmental opportunities 

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the carrying out of our operations as they are good practice and make business sense.

2. Create an operational environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all members of the team are recognised and valued.

This commitment includes making members of the team aware of their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include team members conducting themselves to help the organisation provide equal opportunities in employment and engagement, and prevent bullying, harassment, victimisation and unlawful discrimination.

All members of the team should understand they, as well as the organisation, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their activities for the organisation, against fellow team members, customers, visitors, suppliers and the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow team members, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct by the organisation and appropriate action will be taken. Particularly serious complaints could lead to the termination of our relationship with any person or organisation that is found guilty of any such bullying, harassment, victimisation or unlawful discrimination.

4. Make opportunities for training, development and progress available to all members of the team, 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.

5. Review operational practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

6. Monitor the make-up of the team regarding 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 this policy.

7. Monitoring will include assessing how this policy is working in practice, reviewing it periodically, and considering and taking action to address any issues.

Dated: August 2024