Equity, Diversity & Inclusion Policy

Equity, Diversity & Inclusion Policy 

This policy applies to all activities of Oldham Enterprise Trust, including service delivery, employment, governance, and partnerships.

 

  1. Policy Statement

This policy is aligned with the requirements of the Equality Act 2010 and relevant guidance issued by the Charity Commission for England and Wales.

OET recognises its duties to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations between different groups.

Oldham Enterprise Trust is committed to advancing equity, promoting diversity, and fostering an inclusive, anti-discriminatory environment for all clients, employees, volunteers, trustees, partners, and stakeholders.

We recognise that individuals and groups may experience discrimination on the grounds of age, sex, sexual orientation, race, colour, nationality, ethnic or national origin, religion or belief, gender, gender reassignment, disability, marital or civil partnership status, pregnancy or maternity, culture, and socioeconomic background.

Our commitment to equity means we do not simply treat everyone the same. Instead, we work proactively to ensure that people have fair access, fair treatment, and fair outcomes, recognising that different individuals and groups may require different levels of support to thrive.

We are committed to ensuring that no person engaging with OET is treated less favourably, directly or indirectly. Our aim is to ensure that our services, employment practices, and organisational culture reflect fairness, respect, and equal opportunity.

The Board of Trustees holds ultimate accountability for ensuring that OET meets its legal and regulatory obligations in relation to equity, diversity, and inclusion. The OET Manager is responsible for implementation, reporting, and day-to-day compliance. All trustees, employees, consultants, and volunteers must uphold these principles.

 

  1. Our Commitment to Equity

OET is committed to:

  • Embedding equity, diversity, and inclusion into all organisational policies, procedures, and practices.
  • Identifying and addressing structural barriers that may disadvantage individuals or groups.
  • Ensuring services are accessible, culturally competent, and responsive to the diverse needs of Oldham’s communities.
  • Promoting a culture where discrimination, harassment, victimisation, and subtle, indirect, or systemic behaviours that create exclusion or disadvantage are not tolerated
  • Providing safe, confidential, and supportive processes for raising concerns.
  • Regularly reviewing our approach to remain compliant with legislation and aligned with best practice.
  • Using data, feedback, and lived experience to inform improvements.

 

  1. Governance and Leadership Responsibilities

OET will:

  • Communicate this policy clearly to all staff, volunteers, trustees, and service users.
  • Review the policy at least every two years or sooner if legislation or organisational needs change.
  • Assess the equity impact of key decisions, policies, and service changes.
  • Report annually to the Board of Trustees on progress, challenges, and areas for improvement.
  • Ensure compliance with all relevant equality legislation and charity governance requirements.
  • A named trustee will act as EDI lead, providing oversight, challenge, and assurance to the Board.

 

  1. Recruitment, Selection, and Workforce Equity

OET will ensure that:

  • Recruitment and selection processes are fair, transparent, and designed to reduce bias.
  • Job descriptions and person specifications reflect genuine requirements and avoid unnecessary barriers.
  • Opportunities for progression, training, and development are accessible to all.
  • Staff involved in recruitment receive training on inclusive and equitable hiring practices.
  • Vacancies are advertised in ways that reach diverse communities.
  • Applicants are assessed objectively and solely on their ability to meet the requirements of the role.
  • Reasonable adjustments are offered throughout recruitment and employment.
  • Flexible working arrangements are considered wherever possible to support individual needs.
  • Selection decisions will be documented and retained in line with data protection requirements to ensure transparency and accountability.

 

  1. Service Provision and Community Equity

OET will work proactively to ensure that:

  • Services are accessible, relevant, and responsive to the needs of all service users.
  • Barriers to access — physical, cultural, digital, financial, or procedural — are identified and addressed.
  • Alternative methods of service delivery are considered to meet diverse needs.
  • Written materials reflect the diversity of Oldham’s communities and avoid stereotypes.
  • Information is available in accessible formats, including large print, easy-read, or digital versions where required.
  • Service priorities are transparent, publicly available, and reviewed annually.
  • Complaints procedures are accessible, visible, and supportive.
  • Feedback from underrepresented or marginalised groups is actively sought and used to improve services.

 

  1. Employment, Volunteering, and Support

OET recognises the importance of supporting staff and volunteers to thrive in an inclusive environment. We will:

  • Provide induction training that includes EDI principles and expectations.
  • Offer ongoing training and development opportunities to build confidence and competence in EDI.
  • Ensure access to external supervision where internal arrangements are not possible.
  • Consider flexible working arrangements to support personal, health, or family circumstances.
  • Promote a culture of respect, psychological safety, and open communication.

 

  1. Purchasing, Procurement, and Partnership Working

Where proportionate and appropriate, OET will consider the EDI practices of suppliers and will:

  • Seek to ensure that goods and services purchased are accessible, inclusive, and ethically sourced.
  • Avoid procuring goods or services from organisations known to engage in discriminatory or unethical practices.
  • Encourage suppliers, partners, and collaborators to demonstrate their own commitment to equity and diversity.
  • Prioritise working with organisations that share our values and contribute positively to community equity.

 

  1. Monitoring, Reporting, and Continuous Improvement

To ensure accountability and progress, OET will:

  • Collect and analyse anonymised data (where appropriate and lawful) to understand who is accessing services and where inequities may exist.
  • Use this information to inform service design, outreach, and improvement.
  • Encourage feedback from service users, staff, volunteers, and partners.
  • Report annually to the Board of Trustees on EDI performance, challenges, and future priorities.
  • Commit to ongoing learning, reflection, and improvement.
  • OET will develop and monitor key EDI indicators, including service reach, participation across different communities, and feedback from underrepresented groups.
  • All data will be collected, stored, and used in accordance with UK GDPR and data protection legislation.
  • EDI-related risks, including risk of exclusion, discrimination, or unequal access to services, will be recorded and monitored within the organisational risk register.

 

  1. Raising Concerns

OET is committed to ensuring that individuals feel safe, respected, and supported when raising concerns. We will:

  • Provide clear, confidential routes for reporting discrimination, harassment, or inequitable treatment.
  • Ensure concerns are taken seriously, investigated promptly, and addressed fairly.
  • Protect individuals from victimisation when raising legitimate concerns.
  • Use learning from concerns to strengthen organisational practice.

 

  1. Review

This policy will be reviewed every year or sooner if required by changes in legislation, best practice, or organisational needs. The Board of Trustees is responsible for approving all updates.