EQUALITY, DIVERSITY & INCLUSION POLICY
ABDUL MAGEED EDUCATIONAL TRUST
- POLICY STATEMENT
1.1. This is a statement of general policy and arrangements for ABDUL MAGEED EDUCATIONAL
TRUST (“AMET” or “the Charity”). Abdul Mageed Educational Trust is committed to promoting
equality, diversity, and inclusion for all, ensuring that no individual is discriminated against,
directly or indirectly in the planning or delivery of any of our charitable activities.
1.2. We will not discriminate against anyone on the basis of age, disability, gender reassignment,
marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or
national origin, religion or belief, sex, or sexual orientation (protected characteristics), offending
past, caring responsibilities, or social class.
1.3. We recognise our responsibilities under the Equality Act 2010 and are committed to meeting
them in full.
1.4. We believe that a culture that embraces equality, values diversity, and promotes inclusion will
help us to maximise the public benefit for which AMET exists.
1.5. We aim to ensure that the services we provide are inclusive, accessible, and relevant to the
needs of our community.
1.6. We aim to create a working environment in which all individuals can make the make best use of
their skills, free from discrimination or harassment.
1.7. We aim to ensure that the values of equality, diversity, and inclusion are embedded within all
aspects of our work.
1.8. The principles of non-discrimination, equality, diversity, and inclusion apply to the way in which
AMET Representatives must treat volunteers, trustees, clients, suppliers, colleagues, and former
colleagues.
1.9. All AMET Representatives must set an appropriate standard of behaviour to others, leading by
example, and promoting the aims and objectives of this policy.
1.10. AMET Representatives may include trustees, volunteers, clients, and all classification of
workers including, full-time, part-time and fixed-term contract employees, contractors,
consultants, agency staff, casual works secondees, and work experience students.
1.10. Trustees and volunteers will be given appropriate training on equality, diversity and inclusion
as required.
1.11. This policy does not form part of any employee’s contract of employment and may be
amended at any time. - WHAT WE MEAN BY EQUALITY, DIVERSITY, AND INCLUSION:
2.1. Equality means:
- Levelling the playing field
- Everyone involved with AM Et has an equal chance of success
- Equality does not mean treating everyone the same, in fact we may need to treat different
people, or groups of people differently, so that they have an equal chance of success - Calling out and addressing imbalances
- Actively promoting equal access to opportunities, education, and development
2.2. Diversity means: - Recognising that the variety of people’s backgrounds, styles, cultural perspectives, values,
and beliefs are an asset - Proactively maximising the potential of a diverse group of people
2.3. Inclusion means: - An inclusive environment is one in which everyone feels included, that they belong, and are
supported to do their best in the group, in a way that is appropriate for them. - We practice inclusion by recognising how peoples’ different contributions are valuable and
including everyone (particularly those people who have previously experienced exclusion).
- WHO IS COVERED BY THE POLICY?
3.1 This policy covers all AMET Representatives who may include trustees, volunteers, clients, and
all classification of workers including, full-time and part-time employees, contractors,
consultants, agency staff, fixed-term employees, casual workers, secondees, students on work
experience (collectively referred to as staff in this policy). - WHO IS RESPONSIBLE FOR THIS POLICY?
4.1 The AM ET Secretary, Naglaa Sadik Ahmed Mustafa, has overall responsibility for the effective
operation of this policy and for ensuring compliance with discrimination law.
4.2 All AMET Representatives are responsible for applying this policy. - SCOPE AND PURPOSE OF THE POLICY
5.1 This policy applies to alt aspects of our relationships with and between trustees, volunteers,
clients and other stakeholders of the charity including the pubic and partner organisations. This
includes alt aspects of service delivery including Community Learning Workshops, Adult
Education Services and one to one information, advice, and support.
5.2 We will take appropriate steps to accommodate the requirements of different religions,
cultures, and domestic responsibilities across everything we do at AMET. - FORMS OF DISCRIMINATION
6.1 Discrimination by or against anyone is generally prohibited unless there is a specific legal
exemption. Discrimination may e direct or indirect and it may occur intentionally or
unintentionally.
6.2 Direct discrimination occurs wh e someone is treated less favourably because of one or more
of the protected characteristics set out above.
6.3 Indirect discrimination occurs when someone is disadvantaged by an unjustified provision,
criterion or practice that also puts other people with the same protect characteristic at a
particular disadvantage.
6.4 Harassment related to any of the protected characteristics is prohibited. Harassment is
unwanted conduct that has the purpose or effect of violating someone’s dignity, or creating an
intimidating, hostile, degrading, humiliating or offensive environment for them.
6.5 Victimisation is also prohibited. This is less favourable treatment of someone who has
complained or given information about discrimination or harassment, or supported someone
else’s complaint.
6.6 Disability discrimination can include direct and indirect discrimination and is any unjustified less
favourable treatment because of the effects of a disability, and failure to make reasonable
adjustments to alleviate disadvantages caused by a disability. - RECRUITMENT AND SELECTION
7.1 We aim to ensure that no job applicant suffers discrimination because of any of the protected
characteristics above. Our recruitment procedures are reviewed regularly to ensure that
individuals are treated on the basis of their relevant merits and abilities. Job selection criteria
are regularly reviewed to ensure that they are relevant to the job and are not disproportionate.
Shortlisting of applicants should be done by more than one person wherever possible.
7.2 Job advertisements should avoid stereotyping or using wording that may discourage groups with
a particular protected characteristic from applying. Where possible, they should include an
appropriate short policy statement on equal opportunities and a copy of this policy can be sent
on request to those who enquire about vacancies.
7.3 We take steps to ensure that our vacancies are advertised to a diverse labour market. Where
appropriate, the Charity may approve the use of lawful exemptions to recruit someone with a
particular protected characteristic – for example, where the job can only be done by a woman.
The advertisement should specify the exemption that applies.
7.4 Applicants should not be asked about health or disability before a job offer is made. There are
limited exceptions for example: (a) Questions necessary to establish if an applicant can perform
an intrinsic part of the job (subject to any reasonable adjustments). (b) Questions to establish if
an applicant is fit to attend an assessment or any reasonable adjustments that may be needed
at interview or assessment. (c) Positive action to recruit disabled persons. (d) Equal
opportunities monitoring (which will not form part of the decision-making process).
7.5 Applicants should not be asked about past or current pregnancy or future intentions related to
pregnancy. Applicants should not be asked about matters concerning age, race, religion or
belief, sexual orientation, or gender reassignment.
7.6 We are required by law to ensure that all employees are entitled to work in the UK. Assumptions
about immigration status should not be made based on appearance or apparent nationality. All
prospective employees, regardless of nationality, must be able to produce original documents
(such as a passport), before employment starts, to satisfy current immigration legislation. The
list of acceptable documents is available from the UK Border Agency. - 7 To ensure that this policy is operating effectively, and to identify groups that may be
underrepresented or disadvantaged in our organisation, we monitor applicants’ ethnic group,
gender, disability, sexual orientation, religion, and age as part of the recruitment procedure.
Provision of this information is voluntary and it will not adversely affect an individual’s chances
of recruitment or any other decision related to their employment. The information is removed
from applications before shortlisting, and kept in an anonymised format solely for the purposes
stated in this policy. Analysing this data helps us take appropriate steps to avoid discrimination
and improve equality and diversity. - STAFF TRAINING AND PROMOTION AND CONDITIONS OF THE TRUST
8.1 Staff training needs will be identified through regular staff appraisals. All staff will be given
appropriate access to training to enable them to progress within the organisation and all
promotion decisions will be made on the basis of merit.
8.2 Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are
available to all staff who should have access to them and that there are no unlawful obstacles
to accessing them. - TERMINATION OF EMPLOYMENT
9.1 We will ensure that redundancy criteria and procedures are fair and objective and are not
directly or indirectly discriminatory.
9.2 We will also ensure that disciplinary procedures and penalties are applied without
discrimination, whether they result in disciplinary warnings, dismissal, or other disciplinary
action. - DISABILITY DISCRIMINATION
10.1 If you are disabled or become disabled, we encourage you to tell us about your condition so
that we can support you as appropriate.
10.2 If you experience difficulties at, AMET because of your disability, you may wish to contact a
member of the Board of Trustees to discuss any reasonable adjustments that would help
overcome or minimise the difficulty. We may wish to consult with you and your medical
adviser(s) about possible adjustments. 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.
10.3 We will monitor the physical features of the premises where we deliver our services to consider
whether they place disabled service providers or clients at a substantial disadvantage compared
to others. Where reasonable, we will take steps to improve access for disabled service providers
and s clients. - ORGANISATIONAL CULTURE
11.1 We are committed to a culture at AMET in which individual differences and the contributions of
all our employees, trustees and volunteers are recognised and valued and in which every
member of our community is entitled to a working environment that promotes dignity and
respect for all.
11.2 We will ensure that all employees, volunteers, and trustees fully support this policy.
11.3 We will ensure that equality, diversity, and inclusion is taken into consideration in all plans,
policies, and procedures. - SERVICE DELIVERY
12.1 We are committed to a culture at AMET in which every member of our community who contacts
us for support and is treated with dignity and respect, regardless of their protected
characteristics.
12.2 We will provide services to which all clients are entitled regardless of age, disability, gender
reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex,
or sexual orientation, offending past, caring responsibilities, or social class. - BREACHES OF THIS POLICY
13.1 If you believe that you may have been discriminated against or that you have been subjected
to harassment, you are encouraged to raise the matter to the Secretary of AMET, or a member
of the Board of Trustees.
13.2 Allegations regarding potential breaches of this policy will be treated in confidence and
investigated in accordance with the relevant procedure. Any employee, volunteer, service
provider, client or trustee who make such allegations in good faith will not be victimised or
treated less favourably as a result.
13.3 Any employee, volunteer or trustee who is found to have committed an act of discrimination or
harassment will be subject to disciplinary action. We take a strict approach to serious breaches
of this policy. - APPLYING EQUALITY, DIVERSITY & INCLUSION POLICY AT AMET:
14.1 In respect of Age we will:
- ensure that people of all ages are treated with respect and dignity
- challenge discriminatory assumptions about younger and older people.
14.2 In respect of Disability we will: - provide any reasonable adjustments to ensure those with disabilities have access to our
services and training opportunities - challenge discriminatory assumptions about those with disabilities and
14.3 In respect of Race we will: - challenge racism wherever it occurs
- respond swiftly and sensitively to racists incidents and
- actively promote race equality in AMET
14.4 In respect of Gender we will: - challenge discriminatory gender assumptions
- take positive action to redress the negative effects of gender discrimination
- offer equal access to representation, services, training, and opportunities regardless of
gender - provide support to prevent discrimination against transgender people who have or who are
about to undergo gender reassignment.
14.5 In respect of Sexual Orientation we will: - ensure that we take account of the needs of people of all sexual orientations
- promote positive images of the full diversity of sexual orientations
14.6 In respect of Religion and Belief we will: - ensure that employees’, volunteers’ and trustees’ religion and beliefs and any related
observances are respected and accommodated wherever possible and - respect people’s beliefs where the expression of those beliefs does not impinge on the
legitimate rights of others.
14.7 In respect of Pregnancy and Maternity we will: - ensure that people are treated with respect and dignity and that a positive image is
promoted regardless of pregnancy or maternity. - challenge any discriminatory assumptions about the pregnancy or maternity of our
volunteers, trustees, or clients - ensure that no individual is disadvantaged and that we take account of the needs of our
employees’, volunteers’ and trustees’ pregnancy or maternity.
14.8 In respect of Marriage and Civil Partnership we will: - ensure that people are treated with respect and dignity and that a positive image is
promoted regardless of marriage or civil partnership - challenge any discriminatory assumptions about the marriage or civil partnership of our
employees or clients - ensure that no individual is disadvantaged and that we take account the needs of our
employees’, volunteers’ and trustees’ marriage or civil partnership.
- MONITORING AND REVIEW OF THE POLICY
15.1 We will continue to review the efectiveness of this policy to ensure it is achieving its objectives
- feedback is welcome from anyone involved with AMET.
This policy was last reviewed on 26 June 2024 - NAGLAA SADIK AHMED MUSTAFA
SECRETARY
ABDUL MAGEED EDUCATIONAL TRUST
Date ….. 1 3 / 0 7 / 2024