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.

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. 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

    • Race 

    • Religion or belief

    • 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

Opportunity Green commit to

Opportunity Green commit 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 will 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.

    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.

    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.

  5. 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.

  6. 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).

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

  8. 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.

  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.

  3. The Senior Management Team (including Managers, Directors and the CEO) have 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.

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. 

If you’d like to recommend another resource, we’d love to hear from you! Get in touch via our contact form.