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Equality Policy


HemingfordHub Equality, Diversity and Inclusion Policy


Updated 16.08.2023

HemingfordHub is committed to encouraging equality and diversity among our volunteers and residents, and eliminating unlawful discrimination.

The aim is for our volunteers and residents to be truly representative of all sections of society and for everyone to feel respected and able to give their best.

HemingfordHub, in providing goods and/or services and/or facilities, is also committed against unlawful discrimination of the public.

The policy’s purpose is to:

provide equality, fairness and respect for all in our Hub

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, gender and sexual orientation.

oppose and avoid all forms of unlawful discrimination.

The organisation commits to:

encourage equality and diversity in the volunteering environment as they are good practice and make sense

create a volunteering environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all volunteers/residents are recognised and valued

This commitment includes training volunteers about their rights and responsibilities under the equality policy. Responsibilities include volunteers conducting themselves to help the organisation provide equal opportunities in helping others in their roles, and prevent bullying, harassment, victimisation and unlawful discrimination

All volunteers should understand they can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their volunteering against fellow volunteers, clients, suppliers and the public

take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow volunteers, clients, suppliers, visitors, the public and any others in the course of the organisation’s activities

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken, which could result in asking the volunteer to stand down.

Further, sexual harassment may amount to a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 — which is not limited to circumstances where harassment relates to a protected characteristic — is a criminal offence

make opportunities for training, development and progress available to all volunteers, 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

decisions concerning volunteers being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)

review volunteer practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law

Monitoring will include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Details of the organisation’s grievance and disciplinary policies and procedures can be provided by a formal written request to HemingfordHub. This includes with whom a volunteer or resident should raise a grievance — usually a member of the HemingfordHub Trustees.

The HemingfordHub Trustees will review this policy and related good practice annually.
Adopted by the HemingfordHub T
rustees on: 16/08/2023         Latest Review Date: August 2024


Chairman’s Signature:

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