Equality, Diversity and Inclusion policy

The aim is for our workforce to be truly representative of all sections of society, the type 1 diabetes community, and for every employee to feel included, respected and able to be their authentic selves at work.

JDRF is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• Provide equality, fairness and respect to all employees and volunteers.
• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of 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.
• Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

JDRF commits to:

• Encouraging Equality, Diversity and Inclusion in the workplace as a form of best practice.
• Creating a working environment and culture that is 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.
• Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, supporters, suppliers, visitors, the public 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 and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
• Training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. All staff will be required to undertake Equality, Diversity and Inclusion training. Responsibilities include staff conducting themselves to help JDRF provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as JDRF, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, supporters, suppliers and the public.
• Maintaining a culture of zero tolerance of bullying and harassment where allegations of such behaviour are fully and frankly investigated, and necessary and appropriate action is taken by management in response.
• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Having policies, procedures and practices that support employee wellbeing by encouraging a positive and healthy work-life balance and ensuring that reasonable adjustments are made to support staff with special requirements in order for them to fully and effectively participate in the workplace.
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Ensuring that communications and engagement, both within JDRF and with outside organisations and members of the public, are considerate of Equality and Diversity and Inclusion and follow best practices in terms of the language used, and the means employed to communicate.
• Monitor annually on the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
• Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
• Ensuring that opportunities for personal development, career progression and promotion are transparent fair, and open to all and that efforts towards talent management are exercised in full compliance with the commitment set out in this policy.
• Annually reporting on JDRF’s gender and pay gap at the end of every financial year.

The equality, diversity and inclusion policy is fully supported by the JDRF board, Senior Management Team and has been agreed with the Equality, Diversity and Inclusion group.