EQUALITY, DIVERSITY & INCLUSION POLICY
ABDUL MAGEED EDUCATIONAL TRUST
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1. POLICY STATEMENT
1.1 This is a statement of general policy and arrangements for ABDUL MAGEED EDUCATIONAL TRUST (“AMET” or “the Charity”). AMET is committed to promoting equality, diversity, and inclusion (EDI) and to eliminating unlawful discrimination in all aspects of its activities, in accordance with the Equality Act 2010.
1.2 We will not unlawfully discriminate on the basis of any protected characteristic under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic or national origin), religion or belief, sex, or sexual orientation.
1.3 We also seek to promote fairness and inclusion in relation to socio-economic disadvantage, caring responsibilities, and lived experience, recognising these are not protected characteristics but may create barriers.
1.4 We recognise our responsibilities under:
- Equality Act 2010
- Employment Rights Act 1996
- Data Protection Act 2018 and UK GDPR
- Charity Commission guidance on safeguarding, trustee duties, and public benefit
1.5 We aim to ensure our services are inclusive, accessible, and responsive to the needs of refugees, asylum seekers, and underserved communities.
1.6 We aim to create an environment free from discrimination, harassment, bullying, and victimisation.
1.7 EDI principles will be embedded across governance, service delivery, employment, volunteering, and partnerships.
1.8 These principles apply to all AMET Representatives including trustees, employees, volunteers, contractors, and those acting on behalf of the Charity.
1.9 All Representatives must uphold this policy and act as role models.
1.10 Trustees are ultimately responsible for ensuring the Charity complies with equality law and Charity Commission expectations.
1.11 This policy does not form part of any contract of employment and may be amended.
2. DEFINITIONS
2.1 Equality means fair treatment and access to opportunities, including taking positive steps to address disadvantage.
2.2 Diversity means recognising and valuing differences as a strength.
2.3 Inclusion means creating an environment where all individuals feel respected, valued, and able to participate fully.
3. WHO IS COVERED?
3.1 This policy applies to:
- Employees (full-time, part-time, fixed term)
- Workers and contractors
- Volunteers (with separate arrangements where employment law does not apply)
- Trustees
- Service users and stakeholders
3.2 Distinction:
- Employees and workers have legal employment protections.
- Volunteers are not employees but are entitled to dignity, fairness, and protection from discrimination in line with Equality Act service provisions and safeguarding duties.
4. RESPONSIBILITY
4.1 The Board of Trustees has overall accountability for compliance with this policy and relevant legislation.
4.2 Day-to-day responsibility is delegated to the Secretary and senior leadership.
4.3 All Representatives are responsible for:
- Upholding this policy
- Reporting concerns
- Completing relevant training
4.4 Trustees must ensure:
- EDI is considered in decision-making
- Risks (including discrimination and exclusion) are managed
- Safeguarding responsibilities are met
5. SCOPE AND PURPOSE
5.1 This policy applies to:
- Recruitment, volunteering, and trustee appointments
- Service delivery
- Training and development
- Partnerships and funding activities
5.2 Reasonable adjustments will be made where required under the Equality Act 2010.
5.3 Personal data collected for EDI monitoring will be processed in accordance with Data Protection Act 2018 and UK GDPR.
6. FORMS OF DISCRIMINATION
6.1 Discrimination includes:
- Direct discrimination
- Indirect discrimination
- Harassment
- Victimisation
6.2 Discrimination may be unlawful unless a specific exemption applies (e.g., occupational requirement).
6.3 Failure to make reasonable adjustments for disabled people is unlawful.
6.4 Harassment includes unwanted conduct creating an intimidating or hostile environment.
7. RECRUITMENT AND SELECTION
7.1 Recruitment will be fair, transparent, and based on merit.
7.2 Selection criteria must be proportionate and job-related.
7.3 Lawful positive action may be used where appropriate.
7.4 Pre-employment health questions will only be asked where legally permitted.
7.5 Right to work checks will be conducted fairly and consistently.
7.6 Monitoring data will be:
- Voluntary
- Anonymised
- Stored securely in line with GDPR
7.7 Volunteers: Recruitment processes will be proportionate and may differ from employee recruitment but will remain fair and inclusive.
8. TRAINING, DEVELOPMENT AND CONDITIONS
8.1 All employees and volunteers will have access to appropriate training.
8.2 EDI and safeguarding training will be mandatory where relevant.
8.3 Opportunities for development will be based on merit and organisational need.
8.4 Volunteer roles will not create unintended employment relationships.
9. ENDING EMPLOYMENT OR ENGAGEMENT
9.1 Employment decisions (including redundancy and discipline) will be fair and non-discriminatory.
9.2 Volunteer arrangements may be ended in line with volunteer agreements, ensuring fairness and dignity.
10. DISABILITY AND REASONABLE ADJUSTMENTS
10.1 We encourage disclosure to enable support.
10.2 Reasonable adjustments will be considered for employees, volunteers, and service users.
10.3 Decisions will balance individual needs with organisational capacity and resources.
10.4 Accessibility of services and premises will be regularly reviewed.
11. ORGANISATIONAL CULTURE
11.1 AMET promotes dignity, respect, and inclusion.
11.2 Bullying, harassment, and discrimination will not be tolerated.
11.3 EDI considerations will inform all policies and decisions.
11.4 Safeguarding and inclusion are linked and will be addressed together.
12. SERVICE DELIVERY
12.1 Services will be provided fairly and inclusively.
12.2 We will make reasonable adjustments for service users.
12.3 We recognise additional barriers faced by refugees, asylum seekers, and marginalised groups.
13. BREACHES OF THIS POLICY
13.1 Concerns should be raised with the Secretary or Trustees.
13.2 Complaints will be handled confidentially and fairly.
13.3 No individual will suffer detriment for raising concerns in good faith (whistleblowing principles apply).
13.4 Disciplinary action may apply to employees; appropriate action will be taken for volunteers and trustees.
14. MONITORING AND REVIEW
14.1 The Board of Trustees will review this policy at least annually.
14.2 EDI data will be monitored (where appropriate and lawful).
14.3 Feedback from staff, volunteers, and service users will inform improvements.
This policy was last reviewed on 3rd June 2026
NAGLAA SADIK AHMED MUSTAFA
SECRETARY
ABDUL MAGEED EDUCATIONAL TRUST