Fairness and inclusion
Equal opportunities at EYAI
EYAI is dedicated to providing equal opportunities to all staff members and applicants. Decisions are made solely on merit and the legitimate needs of the charity, and we strictly prohibit discrimination on the grounds of any protected characteristic under the laws of England and Wales.
Our commitment
Our commitment
EYAI strives to foster a working environment where every individual can realise their potential without fear of discrimination or harassment. Our commitment covers all aspects of the employment relationship, including:
- Recruitment and selection processes
- Terms of employment, pay and benefits where relevant
- Training, professional development and promotion
- Workplace conduct, task allocation, discipline and grievances
- Work-related social activities
- Termination of employment and post-employment matters, such as references
The principles of this policy also extend to interactions with clients, customers, suppliers and former staff members.
Scope and responsibilities
Achieving an equal opportunities workplace is a shared responsibility. This policy applies to all EYAI staff, regardless of role, seniority, tenure or working hours, including Trustees, managers, consultants, contractors, casual or trainee staff, fixed-term staff, volunteers and interns.
The EYAI Management Team holds overall responsibility for the implementation and review of this policy, with the Manager appointed to oversee day-to-day compliance. All staff are expected to comply with the policy, treat others with dignity, and refrain from discrimination or harassment. Staff involved in management, recruitment or staff development have a particular duty to set a positive example.
The full policy
Download the full equal opportunities policy (PDF)
Includes the sign-off sheet to print, sign and return.
Plain terms
Understanding discrimination
Discrimination can be direct or indirect, intentional or unintentional. Under this policy:
Direct discrimination
Treating someone less favourably because of a protected characteristic, or because they are perceived to have, or are associated with someone who has, such a characteristic.
Indirect discrimination
When a seemingly neutral provision, criterion or practice disadvantages individuals with a particular protected characteristic, unless it is a proportionate means of achieving a legitimate aim.
Victimisation
Treating someone less favourably because they have made or supported a complaint about discrimination.
Harassment
Unwanted conduct related to a protected characteristic (or of a sexual nature) that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Harassment, whether a single incident or repeated behaviour, is not tolerated. Staff must ensure their conduct is appropriate and respectful at all times.
Support for disabled staff
EYAI encourages staff who consider themselves to have a disability to speak confidentially with the Manager to discuss any necessary support or reasonable adjustments. We treat such disclosures with sensitivity and respect, and will work with staff to accommodate needs wherever possible.
Monitoring and data protection
EYAI monitors the diversity of job applicants, on characteristics such as sex, sexual orientation, ethnic group, disability, religion and age, to assess the effectiveness of our equal opportunities measures. This information is provided voluntarily, kept anonymous, and used solely to promote equality and diversity.
Development, promotion and conditions
Training needs are identified through regular appraisals, and appropriate opportunities are made accessible to all staff. Promotion decisions are based on merit and proportionate, business-related criteria. Access to employment benefits and facilities is regularly reviewed to ensure fairness, and all redundancy and termination processes are conducted fairly and without discrimination.
Raising concerns
If you believe you have been subject to discrimination, follow EYAI's Grievance Procedure. All staff are responsible for challenging discrimination and reporting any concerns to the Manager, who will pass them to the Trustees. Complaints are kept as confidential as possible, and staff who raise concerns in good faith are protected from retaliation or victimisation.
Disciplinary action, up to and including dismissal, may be taken against anyone found to have discriminated or retaliated. In some cases it may be necessary for a staff volunteer to be placed on leave while an investigation is conducted, particularly where harassment is alleged.
Policy review
The Trustee Team keeps this policy under ongoing review, and staff are encouraged to provide feedback via the Manager. This policy statement is for guidance and does not form part of any contract of employment; EYAI reserves the right to amend it at its discretion. Last updated: October 2025.
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