Diversity, Equity, and Inclusion Policy

Care Camps Foundation is committed to encouraging diversity, equity and inclusion among our workforce, leadership, and client base, eliminating unlawful discrimination.

The aim is for our workforce and leaders to be truly representative of all sections of society and for each employee and leader to feel respected and able to give their best.

The organization – in providing grant funding to oncology camps – is also committed against unlawful discrimination of clients or the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equity, fairness, and respect for all those in our employment, our leadership, and the contacts that we deal with on a daily basis.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
   • age
   • disability
   • gender reassignment
   • marriage or 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
   • dealing with grievances and discipline
   • dismissal
   • redundancy
   • leave for parents
   • requests for flexible working
   • selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace and amongst our leadership as they are good practice and make business sense
2. Create an environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all people are recognised and valued.
3. This commitment includes training our leaders and employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
4. 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
5. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
6. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
7. Further, sexual harassment may amount to both an employment rights matter and 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.
8. Make opportunities for training, development and progress 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 efficiency of the organisation.
9. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
10. Review employment practices and procedures when necessary to ensure fairness, and also to update them and the policy to take account of changes in the law.
11. Monitor the make-up of the workforce and leadership regarding information such as 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 the equality, diversity and inclusion policy.
12. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The diversity, equity and inclusion policy is fully supported by our leadership and has been agreed to with our employees.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found within our Employee Handbook. This includes with whom an employee should raise a grievance – usually their supervisor.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.