Equity, Diversity, and Inclusion Policy

This policy outlines our approach to ensuring that our services, workplace, and community engagement reflect these values.

Creation Date: Nik Noone August 2025
Authorised By: Racheal Zimbler, August 2025
Next Review Date: August 2027

1. Purpose

Walthew house is committed to fostering an environment where equity, diversity, and inclusion are at the heart of everything we do. We believe that every individual—regardless of ability, background, or identity—deserves respect, dignity, and equal access to opportunities. This policy outlines our approach to ensuring that our services, workplace, and community engagement reflect these values.

2. Scope

This policy applies to:

  • All staff, volunteers, trustees, and contractors
  • All service users and beneficiaries
  • All activities, services, and communications undertaken by the charity

3. Our Commitment

We are dedicated to:

  • Equity: Ensuring fair treatment, access, and opportunity for all, while striving to identify and eliminate barriers that prevent full participation.
  • Diversity: Valuing and celebrating differences in race, ethnicity, gender, age, disability, sexual orientation, religion, socio-economic status, and lived experience.
  • Inclusion: Creating environments where everyone feels welcomed, respected, and able to contribute fully.

4. Sensory Loss Awareness

As a charity working with people who are deaf, hard of hearing, blind, partially sighted, or have dual sensory loss:

  • We will ensure all services are accessible, including providing materials in alternative formats (e.g., Braille, large print, audio, BSL interpretation).
  • We will train staff and volunteers in sensory loss awareness and inclusive communication.
  • We will actively involve people with sensory loss in shaping our services and policies.

5. Legal Framework

We uphold the principles of:

  • The Equality Act 2010
  • The Human Rights Act 1998
  • The Public Sector Equality Duty (where applicable)

We will take all reasonable steps to prevent discrimination, harassment, and victimisation.

6. Implementation Procedures

Recruitment

We will:

  • Use inclusive language in all job adverts and role descriptions
  • Ensure application forms are accessible and available in alternative formats
  • Offer reasonable adjustments throughout the recruitment process
  • Include diverse interview panels wherever possible
  • Monitor recruitment data to identify and address any disparities
  • Actively encourage applications from underrepresented groups, including people with sensory loss

Training

We will:

  • Provide mandatory EDI training for all staff, trustees, and volunteers
  • Offer specialist training on sensory loss awareness, inclusive communication, and unconscious bias
  • Regularly update training materials to reflect best practice and lived experience
  • Encourage ongoing learning through workshops, webinars, and peer-led sessions
  • Evaluate training effectiveness through feedback and performance reviews

Service Delivery

We will:

  • Co-design services with people who have lived experience of sensory loss
  • Ensure all service environments are physically and digitally accessible
  • Provide information in multiple formats (e.g., BSL videos, tactile signage, audio guides)
  • Train frontline staff in inclusive customer service and assistive technologies
  • Monitor service usage and satisfaction across different demographic groups
  • Respond promptly to accessibility feedback and make improvements where needed

7. Equity, Diversity, and Inclusion Strategy

Walthew House is committed to embedding equity, diversity, and inclusion into every aspect of its work. Our EDI strategy is designed to be dynamic, responsive, and rooted in the lived experiences of those we serve. We aim not only to meet legal obligations but to lead with innovation and compassion.

To achieve this, Walthew House will:

Pursue Best Practice and Innovation

  • Continuously improve EDI across recruitment, employment terms, outreach, engagement, and service delivery.
  • Ensure that inclusive practices are embedded in day-to-day operations and strategic planning.

Stay Informed and Responsive

  • Keep up to date with equality legislation and national developments in EDI.
  • Integrate new learning into our ethos, policies, and procedures to remain relevant and forward-thinking.

Appoint an EDI Officer

  • Designate a dedicated EDI Officer to champion inclusion and ensure EDI remains a visible and active priority across the charity.

Listen, Observe, and Respond

  • Actively listen to service users, volunteers, staff, trustees, and others who engage with Walthew House.
  • Respond to challenges and feedback with empathy and a commitment to understanding diverse needs.

Promote Inclusive Language

  • Encourage the use of respectful, inclusive language throughout the organisation.
  • Establish clear guidelines on language use and address inappropriate language constructively and consistently.

Identify and Remove Barriers to Inclusion

  • Proactively identify individuals and groups at risk of exclusion.
  • Develop tailored solutions to improve access and engagement.

Examples include:

  • Targeted outreach to individuals who may not primarily identify as having sensory loss—such as older adults who perceive hearing or sight changes as a natural part of ageing and may not seek support.
  • Addressing intersectionality, recognising that people experience discrimination and exclusion in complex, overlapping ways (e.g., age, race, gender, class, sexual orientation, physical ability, education, and life experience).
  • Navigating conflicts of interest through open, respectful dialogue and effective communication.

Strengthen Governance and Communication

  • Ensure that policies, procedures, and communication systems support inclusive governance, management, and service delivery.
  • Provide clear pathways for reporting and resolving EDI-related concerns from staff, volunteers, and service users.

Support Others on Their EDI Journey

  • Champion the needs of Walthew House’s client groups within the wider community.
  • Collaborate with external partners and invite others to contribute to the ongoing development of EDI at Walthew House.

8. Reporting and Accountability

Walthew House is committed to creating a safe and respectful environment for all. If anyone who comes into contact with Walthew House—whether as a service user, volunteer, staff member, or visitor—feels they have been discriminated against by Walthew House or its representatives, they are encouraged to raise the issue through the Complaints, Comments and compliments Policy.

  • Complaints should be directed to the Chief Executive Officer (CEO).
  • If the complaint concerns the CEO, it should be escalated to the Chair of the Board of Trustees.

We will:

  • Treat all concerns seriously and investigate them promptly and fairly
  • Support individuals who raise concerns and ensure they are not victimised or disadvantaged as a result
  • Report any suspected criminal offence to the police
  • Record all incidents confidentially and in full compliance with UK data protection laws, including the Data Protection Act 2018 and UK GDPR

We are committed to transparency, accountability, and continuous improvement. Feedback and complaints are vital to helping us uphold our values and improve our services.

9. Review

This policy will be reviewed annually, or sooner if required, to ensure it remains relevant and effective. Feedback from staff, volunteers, and service users will inform updates.