Equality, Diversity and Inclusion Policy
Author: Leanne Werner and Helena Smith
Responsible Executive: Director
Date created: Nov 2020
Date of next review: Nov 2023
1. Introduction and rationale to policy
Wilder is committed to playing an active role in promoting equality, diversity and inclusion and challenging discrimination in all its forms. We will work with our staff, customers and partners to ensure that everyone is treated fairly and equally, and to promote a culture of tolerance and respect in our workplaces and our local communities.
Wilder is a female-led organisation; two of our four board members are from the Afro-Caribbean community, and our new board member is a member of the LGBTQ+ community. We have and continue to consult our board members on matters of inclusion, and want to challenge both ourselves and the establishment to put diversity at the heart of gardening and greening. In her previous work, Leanne Werner has been creating green spaces with and for trafficked women and victims of domestic abuse. And Wilder have been providing a consultation service for CAHMS (City and Hackney Child and Adolescent Mental Health Service Alliance), working with young people of colour who are receiving counselling about how they can transform their outside space into a therapeutic garden. It is critical that we break down barriers in this area.
Wilder takes pride in being based in London. We value the benefits of a diverse society and are committed to the principles of equality, fairness and respect.
2. Policy Statement (including Scope and Aims)
At Wilder we are firmly committed to the principles of equality, diversity and inclusion that will help us to be a better employer and service provider.
Moral case - the principles of equality and diversity are about social justice, fairness, human rights, equal access to opportunities and are simply the right thing to do.
Customer Care – it’s about knowing and understanding our customers and tailoring our services to meet their diverse needs.
Diverse workforce – a workplace that embraces diversity is more likely to help us to attract and retain talented people and reduce turnover.
Competitive edge – diverse teams bring different ideas, innovation and creativity and will help us to better understand the needs of our customers and communities.
Reputation – inclusive work environments encourage loyalty and teamwork; and enhance our reputation as an employer.
Our EDI policy is in place to ensure we meet our moral, social and legal obligations and that we see equality as a fundamental part of everything we do.
We will:
• Apply a fair and consistent approach to all we do
• Ensure that our workforce, contractors and customers are not treated less favourably than anyone else based on the nine protected characteristics set out in the Equality Act of 2010
• Ensure our work reflects the diverse needs of our local community through the services they provide
• Ensure we recruit from the widest possible talent pool
2.1 Legislation
We follow the Equality Act 2010 that makes discrimination unlawful in relation
to nine ‘protected characteristics namely:
1. Age
2. Disability
3. Gender
4. Religion/belief
5. Race
6. Gender re-assignment
7. Marriage (civil/same sex)
8. Sexual orientation
9. Pregnancy/maternity
Policy
The ED&I policy relates to trustees, staff, customers, partners, representatives and customers.
Wilder believe that every person has the right to be treated with dignity and respect. In line with our obligations under the Equality Act 2010, Wilder will oppose all forms of discrimination and unfair treatment related to the nine protected characteristics.
The ED&I Policy encompasses all aspects of Wilder role as an employer, service provider and local stakeholder. Wilder will promote equality, diversity and fair treatment for all by:
• Embedding equality and diversity across all areas of the organisation
• Providing a safe and accessible working environment where all employees are treated with dignity and respect
• Adopting a zero tolerance approach to all forms of bullying or harassment (including racist, sexist, homophobic and transphobic incidents)
• Ensuring that our staff and trustees and representatives undergo regular Equality, Inclusion and Diversity Training, and that it is delivered in a way that is appropriate.