This policy serves as SSAFA’s stance and approach on Equality, Diversity and Inclusion and applies to all who represent SSAFA.

The aim is to make SSAFA an Inclusive Charity, by creating a culture of belonging that is free from judgement for every beneficiary, volunteer and employee where they can be accepted and celebrated for their individuality and where people can genuinely feel free from prejudice.

Equality is breaking down any barriers, challenging discrimination and ensuring equality of opportunity across every SSAFA process and service, to all individuals.

Diversity is celebrating the individuals representing SSAFA for who they are and valuing their characteristics. Each person is an individual with visible and non-visible differences and by embracing these, we want everyone to feel valued.

Inclusion is about creating an inclusive and flexible culture that does not exclude anyone from SSAFA-wide processes and decision making.

This is all in relation to, but not limited to, the Equality Act 2010.

Under the Equality Act 2010 there are nine protected characteristics that are protected from all forms of prohibited conduct such as: discrimination, harassment, and victimisation. These are:

• Age those at any point on the age spectrum are protected
• Race which includes colour (Black, White, Mixed), Nationality or Ethnic/National Origin
• Religion or Belief any practiced religion/belief or lack of religion/belief. (Beliefs can include those of both a religious or philosophical nature)
• Sex the law covers both men and women but it is good practice to consider a range of genders
• Sexual Orientation this includes and is not limited to: asexuality, bi-sexuality, gay, heterosexuality, lesbian and pan-sexuality
• Marital Status/Civil-Partnership
• Pregnancy or Maternity includes those who have given birth within last 26 weeks and those who are breast feeding.
• Disability this covers physical impairments, mental health conditions, learning disabilities and long-term health conditions
• Gender Re-assignment this covers people before, during or after they reassign their gender from the gender they were assigned at birth. It is possible to transition from male to female, female to male or form one of the binary genders to a non-binary gender. Gender reassignment may occur through medical intervention or any other steps a person takes to feel more comfortable such as changing their name, pronouns or style of dress.

SSAFA commits to the following actions to embed Equality, Diversity and Inclusion across the Organisation:

• Ensuring our approach in decision making processes are free from discrimination and bias.
• Performing Equality Impact Assessments, where appropriate and practicable.
• Ensuring all line managers of employees and volunteers, and directors receive initial and refresher training on various inclusion related topics.
• Actively promote training opportunities to employees and volunteers to enhance their learning around diversity and inclusion.
• Reporting on and monitoring data streams to measure the success of D&I initiatives and identify areas requiring action.
• Senior Leadership working to develop projects and initiatives that promote inclusion and build awareness on EDI issues across SSAFA.
• Committing to positive action, where appropriate.
• Providing the tools and awareness to support employees and volunteers to confidently discuss any EDI issues and question inappropriate behaviour.
• Making reasonable adjustments, where appropriate, to support employees and volunteers to overcome barriers in the working environment.
• Ensuring compliance with the Equality Act 2010.

This list is not exhaustive and SSAFA will strive to commit to take appropriate action as and when necessary to ensure all employees and volunteers feel respected.

SSAFA will not tolerate the discrimination, bullying or harassment (please refer to the Harassment and Bullying at Work Policy for definitions) against employees or volunteers on the grounds of the listed characteristics in this policy. Therefore, all employees and volunteers must follow these responsibilities to ensure everyone is treated fairly and respectfully across the organisation:

• Attend and complete the appropriate Equality, Diversity and Inclusion training assigned to you.
• Where appropriate, and where you feel confident, thoughtfully question the treatment that you believe you or someone else may be subject to. (Please refer to the support at SSAFA section of this policy to review the support in place to assist you to when questioning others).
• Report any discrimination that you believe you, or someone else, may be subject to in line with the complaints procedure outlined at the end of this policy. This can be in the form of direct, indirect and/or discrimination by association discrimination in relation to the protected characteristics detailed in the Equality Act 2010.
• Ensure any form of bullying or harassment is reported is in line with SSAFA’s Harassment and Bullying at Work Policy.
• Do not victimise anyone who is supporting/making a discrimination claim or suspected to be making a discrimination claim. Encourage everyone to be themselves and listen to their point of view.
• Ensure your behaviour is appropriate to this policy and that you treat people with respect and dignity.

This list is not exhaustive, nor is it intended to be. If you are found to be in breach of any of these responsibilities, you will be subject to the disciplinary process outlined in SSAFA’s Discipline Policy or Volunteer Tenure Policy.

If you believe that you have been the subject of discrimination, SSAFA encourages you to contact your line manager in the first instance. However, alternatively (or if your complaint concerns your line manager) you may approach any other member of the Management team, the People team or Volunteer Development team for advice and support.

Alternatively, employees may lodge a grievance under the Grievance Procedure. Any such complaint will be taken seriously and dealt with in a confidential and sensitive manner. SSAFA has a duty of care towards all employees and will ensure that it will be handled sensitively.

Volunteers should refer to the Complaints Policy.

You need not fear that you will be victimised for presenting a complaint. Victimisation is itself usually an act of unlawful discrimination. Retaliation against you for complaining about, or giving evidence about, any form of discrimination is a disciplinary offence and may result in appropriate disciplinary action (including summary dismissal for serious offences).

A complaint raised by an employee that is found to be both false and made in bad faith, for example a malicious complaint, will be treated as a disciplinary offence and will result in appropriate disciplinary action (up to and including summary dismissal for serious offences).

A complaint raised by a volunteer that is found to be both false and made in bad faith, for example a malicious complaint, may be deemed vexatious and will result in appropriate disciplinary action (up to and including termination for serious offences).

Whilst working or volunteering at SSAFA we encourage all employees and volunteers to seek the support of their line manager, the People team (for employees) or the Volunteer Development team (for volunteers), and their colleagues if they feel uncomfortable or excluded in any way.

If you wish to act on behalf of another that you believe may be feeling uncomfortable or excluded. We encourage you to speak to the individual first to find out their viewpoint and encourage them to act first before speaking on their behalf.

Alternatively, employees are encouraged to seek support from members of your Employee Support and Influence Network, subject to their safeguarding procedures and remit.

If you feel you are unable to speak to either your manager or a member of the D&I Group there is external support available to employees via the Employee Assistance Programmes that are listed in SSAFA’s Health and Wellbeing Policy.