Equality, Diversity & Inclusion Policy

Opportunity Green is committed to encouraging equality, diversity and inclusion in our workforce and working practices, and eliminating unlawful discrimination in its totality.

We particularly recognise that diverse experiences and perspectives are not adequately represented in climate policy and the non-profit sector. We are dedicated to helping change this.

Opportunity Green is committed to encouraging equality, diversity and inclusion in our workforce and working practices, and eliminating unlawful discrimination in its totality. We are serious about creating and sustaining a working environment in which everyone has an equal opportunity to fulfil their potential irrespective of sex, gender identity, pregnancy or parental responsibilities, sexual orientation, religion or beliefs, marital status, civil partnership status, race, ethnic origin, colour, nationality, national or ethnic origins, disability, age or part-time status. 

We truly embrace diversity in the workplace, recognising that this brings a diversity of skills and experience thus enhancing our capacity to deliver to our goals. We particularly recognise that diverse experiences and perspectives are not adequately represented in climate policy and the non-profit sector. We are dedicated to helping change this. Our aim is to make our workforce and practices truly representative and inclusive of all sections of society, and for all of our employees and partners to feel valued and respected.  

Our policy’s purpose

This policy’s purpose is to: 

  1. Communicate Opportunity Green’s commitment to equality of opportunity in employment and diversity in the workplace. 

  2. Ensure that employment matters within Opportunity Green adhere to best practice and relevant employment law and provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time. 

  3. Ensure against unlawful discrimination on the basis of any protected characteristics as laid out in the Equality Act 2010 in the course of our work, including:  

  • age 

  • disability 

  • gender reassignment 

  • marriage and civil partnership 

  • pregnancy and parental responsibilities 

  • race1   

  • religion or belief2  

  • sex 

  • sexual orientation 

   4. Oppose and avoid all forms of unlawful discrimination. This includes in: 

  • pay and benefits 

  • terms and conditions of employment 

  • dealing with grievances and discipline 

  • dismissal 

  • redundancy 

  • leave for parents 

  • requests for flexible working 

  • selection for employment, promotion, training or other developmental opportunities 

Our commitments and responsibilities 

Opportunity Green commits to: 

  1. Proactively uphold equality, diversity and inclusion in the workplace and throughout hiring processes. 

  2. Treat all employees and job applicants with dignity and respect and not treat them unfavourably on the basis of their sex, gender, gender identity, pregnancy or maternity, sexual orientation, religion or beliefs, marital status, civil partnership status, race, ethnic origin, colour, nationality, national or ethnic origins, disability, age or part- time status. 

  3. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This includes ensuring that all employees feel empowered to report incidents of harassment, abuse, victimisation or pressure to discriminate against themselves and others.  

  4. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, partners, job applicants, visitors and any others in the course of the organisation’s work activities. 

  5. Such acts will be dealt with as misconduct under the organisation’s Grievance Procedure Policy and/or Disciplinary and Dismissal Policy, and appropriate action will be taken. 

  6. It is further noted that sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment is a criminal offence under the Protection from Harassment Act 1997 and is not limited to circumstances where harassment relates to a protected characteristic. 

  7. Support the professional development of every team member, with a budget to support learning & development and other opportunities for training, development and progress. All staff members will be helped and encouraged to develop their full potential.  

  8. Make decisions concerning staff and employment matters based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

  9. Review employment practices and procedures regularly to ensure fairness, and update them and the policy to take account of changes in the law. 

  10. Continuously encourage equality, diversity and inclusion in our workforce, and evaluate the aims and commitments set out in the equality, diversity and inclusion policy by assessing how the policy, and any supporting action plan, are working in practice, reviewing them, and considering and taking action to address any issues. 

Employee Responsibility

  1. All employees are responsible for conducting themselves to help Opportunity Green provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination and to achieve the aims of this policy. The senior leadership team (including CEO, Directors and Managers) have particular responsibility to act as champions and role models in respect of this policy and communicate their commitment to the policy among staff. [General responsibility] 

  2. All employees have a responsibility to treat others with dignity and respect, report discrimination, bullying, harassment, victimisation and unlawful discrimination, and express themselves in a constructive, respectful and sensitive manner. This includes respecting and using colleague’s preferred pronouns if they have been disclosed in the workplace, sharing your pronouns on digital forum or in-person if you feel comfortable to do so, and sharing ways in which we can make this practice more inclusive with your line manager, the People and Culture Manager, EDI committee, or the SLT. 

  3. The SLT has a responsibility to implement this policy and integrate its aims into the work of Opportunity Green. This includes setting up effective systems to deal with allegations of behaviour contrary to the aims of this policy, which shall be treated fairly, quickly and effectively. 

Pronouns at OG 

To prevent discrimination on the basis of someone’s gender identity, we create opportunities to ask for or offer an individual’s preferred name and pronouns. Pronouns are words we use in everyday language to refer to ourselves or others and they can be an important way to express your gender identity. ‘I’, ‘me’, ‘she/her’, ‘he/him’ and ‘they/them’ are some examples of pronouns. These are examples of opportunities we create to share pronouns at Opportunity Green: 

  • Interview process: We provide the opportunity to provide pronouns in the written application process, and will respect the pronouns provided throughout the hiring process.  

  • Onboarding process: Our People and Culture Manager will provide an opportunity to share preferred names and pronouns. These will be used as basis of introducing new employees.    

  • Team information on our website: We encourage pronouns to be added to staff bios in the ‘meet the team’ section on our website.  

  • Business cards: We provide the opportunity for pronouns to be included on staff business cards.  

  • Email signatures: We encourage personal pronouns in email signature lines.  

  • Online meetings: We encourage pronouns to be added to display names on Zoom/Teams/Google Meet video calls.  

  • Events and name badges: We encourage pronouns to be added to name badges at events.  

We do not require staff to disclose their pronouns if they do not wish, forcing someone to do so is disrespectful and harmful. However, the bottom line is everyone deserves to have their self-ascribed name and pronouns respected in the workplace so that all staff feel safe and valued at work, and to ensure respectful and inclusive communication. It is good practice for us to normalise sharing our pronouns, rather than leaving it up to assumption, as this can lead to misgendering.   

Our disciplinary and grievance procedure

Use of the organisation’s grievance or disciplinary procedures for matters related to this policy does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Additional resources 

The following links may provide useful additional information and/or support services related to equality, diversity and inclusion in the workplace for employees or others. 

  • ACAS (The Advisory, Conciliation and Arbitration Service) www.acas.org.uk