Teens Unite EDI Policy
1. Purpose This policy outlines the Charity’s commitment to:
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• Providing equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
• Supporting the charity’s beneficiaries by regularly reviewing the diversity questions we ask and analysing trends beyond statistics to ensure we meet their needs effectively.
• Complying with the Equality Act 2010 and ensuring no unlawful discrimination based on protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.
• Opposing and preventing all forms of unlawful discrimination in employment, including in pay and benefits, terms and conditions of employment, grievance and disciplinary procedures, dismissal, redundancy, parental leave, flexible working requests, and selection for recruitment, promotion, training, or other development opportunities.
2. Scope
2.1 Subject Area: This policy applies to equality, diversity, and inclusion in all aspects of the Charity’s work.
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2.2 Individuals Covered: This policy applies to all individuals working for or on behalf of Teens Unite, including employees, volunteers, and trustees.
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3. Policy Commitments Teens Unite is committed to:
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• Encouraging equality and diversity while preventing unlawful discrimination.
• Maintaining a Diversity & Inclusion Steering Group, comprising representatives from our Board of Trustees and Young Ambassadors Board, to oversee a continuous action plan for improvement.
• Creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, where dignity and respect are upheld, and individual contributions are recognised and valued.
• Ensuring impartial, neutral, and universal support, continuously improving our work practices to enhance inclusivity and equality.
• Managing all diversity-related data in line with UK GDPR and strict information governance guidelines.
• Providing training to all staff on their rights and responsibilities under this policy, ensuring they understand their role in upholding equal opportunities and preventing discrimination. All employees and representatives of the Charity must understand that they can be held personally liable for acts of bullying, harassment, victimisation, and unlawful discrimination during their involvement with the Charity.
3.1 Additional Commitments Teens Unite further commits to:
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• Addressing complaints of discrimination seriously, whether from employees, beneficiaries, volunteers, supporters, suppliers, visitors, or members of the public.
Complaints will be investigated under the Charity’s grievance and/or disciplinary procedures.
Serious breaches may constitute gross misconduct, leading to dismissal without notice.
Sexual harassment may be both an employment rights issue and a criminal offence (e.g., under the Protection from Harassment Act 1997).
• Ensuring fair and transparent career progression opportunities, allowing all staff to develop their potential.
• Basing employment decisions on merit, except where lawful exemptions apply under the Equality Act 2010.
• Regularly reviewing employment policies and procedures to ensure compliance with legal changes and best practices.
• Monitoring the composition of the workforce, considering factors such as age, gender, ethnicity, disability, religion, and sexual orientation, to assess the effectiveness of our EDI commitments.
4. Policy Monitoring and Review
• This policy, along with any related action plans, will be reviewed annually to ensure effectiveness.
• The Senior Management Team and Board of Trustees fully support this policy and oversee its implementation.
• The Charity’s grievance and disciplinary procedures are accessible to all staff and outline
how to raise concerns, typically with their line manager.
• Raising a grievance internally does not affect an employee’s statutory right to make a claim to an Employment Tribunal within three months of an alleged discrimination incident.
Monitoring will include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and acting to address any issues.
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The equality policy is fully supported by Senior Management and has been agreed the Board of Trustees
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Details of the organisation’s grievance and disciplinary policies and procedures are made available to all staff. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/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.
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​This policy was approved by the Board of Trustees at their meeting on 29th April 2025.
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