Diversity, equity, and inclusion policy
NPC is committed to encouraging diversity, equity, and inclusion in all aspects of our work & for each employee to feel included and respected therefore able to give their best. We recognise that promoting an internal culture that values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and improve the way we work.
NPC – in providing resources, services and facilities to the charity sector and other stakeholders – is also committed to proactively tackling and eliminating unlawful discrimination against clients, donors, supporters, suppliers, visitors, the public, and any others.
This policy is fully supported by senior management and trustees and is underpinned by an organisation-wide improvement plan, progress against which is reported regularly to trustees and staff.
- Diversity to mean celebrating difference. Each person is an individual with visible and non-visible differences, and these are respected.
- Equity to mean breaking down barriers, eliminating discrimination and ensuring equal opportunities. This means providing the same access to all, from both an employment, and resources perspective.
- Inclusion to mean valuing everyone. By respecting differences, visible and non-visible, everyone can feel valued for their contributions which is beneficial not only for the individual but for NPC too.
Diversity, equity, and inclusion are not inter-changeable but inter-dependent. There can be no equality of opportunity if difference is not valued and harnessed.
The rights and obligations set out in this policy apply equally to all employees, whether part time or full time on a substantive or fixed-term contract, and to associated persons such as trustees, associates, consultants, contractors, and others employed under a contract of service. Everyone has personal responsibility for the application of this policy.
This policy applies to all conduct in the workplace and also to work-related conduct outside of the workplace (e.g. at meetings, events and social interactions with colleagues) or which may impact on NPC’s reputation (e.g. the expression of views on social media). The policy applies when working in-person or remotely.
- Encourage diversity, equity, and inclusion in the workplace as they are good practice and make business sense. Providing opportunities for training, development, and progress available to all staff applicable to their role at NPC, 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.
- Make decisions concerning staff based on objective criteria (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010 and later amendments).
- Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, and disability in encouraging diversity, equity, and inclusion. This includes assessing how the diversity, equity, and inclusion policy, and any supporting action plan, are working in practice and considering and taking action to address any issues.
- Review and update employment practices and procedures when necessary to ensure fairness and compliance with the law.
- 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. All staff should understand 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, customers, suppliers and the public.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, donors, supporters, suppliers, visitors, the public, and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Details of the organisation’s grievance and disciplinary policies and procedures can be found in Section 6 of the Staff Handbook.
NPC is a Disability Confident employer. As such we guarantee interviews for all applicants who disclose a disability who meet the minimum criteria for the role and seek to create a supportive and conducive working environment for all staff with a disability.
We encourage all staff and job applicants to disclose information relating to any disability. This will enable the organisation to work with those individuals to understand and agree any reasonable adjustments needed in the workplace. What constitutes a reasonable adjustment is inherently subjective and will be person specific.
Examples of reasonable adjustment include:
- Changes to the physical working environment.
- Purchasing additional equipment, software or hardware.
- Changes to the way things are done.
- Additional support for the individual.
NPC will consider all requests, with support from specialist advisors when appropriate, linked to an individual’s disability and seek to accommodate as far as possible. In some circumstances NPC may be unable to agree to a request.
The final decision will carefully consider if the adjustment:
- Will remove or reduce the disadvantage for the person with the disability.
- Is practical to make.
- Is affordable by the employer or business.
- Could harm the health and safety of others.
All requests and decisions will be documented and retained on the individual’s HR file or recruitment record and reviewed as required. Further guidance and an optional template for documenting reasonable adjustments is available here.