Equity, Equality, Diversity and Inclusion Policy

Purpose and scope

This policy sets out Rewilding Britain’s commitment to equity, equality, diversity and inclusion (EEDI) in all aspects of our work.

This policy applies to all trustees, staff, volunteers, contractors, and those who represent Rewilding Britain in any capacity.

Legislation 

This policy is underpinned by the following UK legislation:

• Equality Act 2010
• Human Rights Act 1998
• Charity Commission Guidance on Equality and Diversity

We recognise and uphold protections against discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation.

Definitions 

• Equity some people face more barriers and therefore need different support and resources to reach the same place as those who face fewer barriers.
• Equality is about evening out how power works — not to undermine expertise, experience or organisational hierarchy, but to ensure power is not attached to that which does not add value.
• Diversity is about having different kinds of people and the organisation ​“being” that difference.
• Inclusion is more than being friendly and welcoming. True inclusion involves bringing differences into decision making, problem solving, the development of ideas and strategies. This is what creates a genuine sense of belonging.

Our EEDI Vision Statement

By 2030, Rewilding Britain will have created a more hopeful, positive future for our planet and local communities, one that matches the scale of the challenges we face. We will be intentional in including people from diverse backgrounds and communities and be an organisation where everyone feels included and valued. 

We recognise that some benefit greatly from access and connection to nature, whereas others are unfairly excluded and underrepresented. We also know that the sector in which we work lacks diversity. We are on a journey to address these imbalances.

We believe diversity brings benefits to our thinking and progresses us as a movement. 

When addressing imbalances in diversity and access to nature we will be courageous and collaborative. We will be guided by a diversity of expertise and lived experience, recognising that we are stronger when we work together. We understand that only through equity, diversity and inclusion can we achieve our mission.

As in rewilding, it’s important that we start by assessing where we are, identifying the processes that need fixing, and ensuring that we have a strong system from which wider benefits can be realised. Therefore, we initially commit to our colleagues and collaborators that by 2030 we will:

• Have people with the support, knowledge, competencies and confidence to lead in inclusive and equitable ways. 
• Know how to uncover bias in ourselves, and how to diagnose and address systemic bias at Rewilding Britain. 
• Welcome, support and value people with minoritised characteristics and different backgrounds.
• Give equal weight to a wide range of voices, with everyone having ways to speak, share ideas and influence decisions whether they are naturally quiet or at ease with speaking up.

Our Commitment

Rewilding Britain is committed to equal opportunities in employment and in delivery of its charitable objectives. We will take every possible step to ensure that no person working or volunteering with the organisation or seeking employment with us, or anyone engaging with us, will receive less favourable treatment or will be disadvantaged by requirements or conditions that cannot be shown to be justifiable on the grounds of race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, pregnancy/​maternity, gender reassignment, sexual orientation, married or civil partnership status, age, or being a part-time or fixed term worker.

We recognise that prejudice and discrimination continue to result in unfair treatment for many people. We are committed to addressing this by being transparent in our values and listening, learning and taking action to bring about change.

Our aim is for our team of staff, trustees and volunteers to be truly representative of all sections of society, and for each team member’s contributions to be respected and valued. We are also committed to being against the unlawful discrimination of those amongst the public, with whom we deal as part of our charitable activities.

Specifically we commit to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
• 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.
• oppose and avoid all forms of unlawful discrimination. This includes in 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.
• encourage equity, equality, diversity and inclusion in our working practices.
• 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.

Discrimination

In accordance with the law, and our aims, we do not expect any member of staff, trustee or volunteer to engage in any behaviour which is discriminatory or harassing. This applies in the workplace, outside the workplace (when dealing with stakeholders, suppliers or other work-related contacts or when wearing Charity branded clothing), and on work-related trips or events, including social events. Discrimination can come in several forms and staff should be aware of what can constitute discrimination:

• Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
• 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.
• 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 Anti-harassment and Bullying Policy.
• Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. 

Supporting Disabilities

If you are suffering with a health issue you are encouraged to tell us about this so that we can consider what can be done to assist and support you.

As part of supporting you, we will discuss and consider whether it is possible and appropriate to make reasonable adjustments to support you at work. What is appropriate will often be based on the particular circumstances.

With your consent, we may need to consult with your doctor (or other relevant medical professional, such as occupational health) to explore any possible reasonable adjustments further and ask for a medical opinion on how to support you. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible. 

Implementation

To enable Rewilding Britain to uphold this policy in practice, we will:

• Provide regular training on EEDI principles and unconscious bias.
• Make opportunities for training and development 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 efficacy of Rewilding Britain.
• Review employment practices and procedures regularly to ensure fairness, updating them and this policy to take account of changes in the law.
• Monitor the make-up of our staff and trustee team regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equity, equality, diversity and inclusion. Monitoring will include assessing how this policy, and any supporting action plan, are working in practice and taking action to address issues.
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, suppliers, the public and any others encountered in the course of the organisation’s work activities.

Responsibilities

• Trustees are accountable for overseeing implementation and ensuring compliance with this policy.
• The Senior Leadership Team is responsible for embedding EEDI in strategy, recruitment, delivery of Rewilding Britain’s activities, and internal culture.
• All Staff, Trustees and Volunteers and Contractors are expected to uphold and promote the principles of EEDI in their work or activities for Rewilding Britain.

Related Policies

The Staff Handbook outlines further our agreed policies on:

• Our Code of Conduct
• Anti-harassment and bullying
• Sexual harassment prevention
• Equal pay
• Recruitment
• Modern Slavery
• Safeguarding
• Whistleblowing

Reporting and Complaints

All concerns related to discrimination, harassment or breaches of this policy can be reported confidentially to the Chief Operating Officer, Chair or Vice Chair of Trustees.

We take all reports seriously and will follow our Grievance and Disciplinary policies set out in the Staff Handbook to address them promptly and fairly.