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Equality, Diversity and Inclusion Policy

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Wycombe Refugee Partnership is committed to encouraging equality, diversity and inclusion among our volunteers and workforce, and eliminating unlawful discrimination.


The aim is for our workforce to be truly representative of all sections of society and our beneficiaries, and for each volunteer or employee to feel respected and able to give their best.  We aim to ensure equitable access in line with the Equalities Act 2010 so that our guests can engage equally. The organisation - in providing goods and/or services and/or facilities - also forbids unlawful discrimination with regard to customers or the public. 

Equality means fairness: we must ensure that individuals, or groups of individuals, are not treated less favourably because of their protected characteristics.

Equality also means equality of opportunity: we must also ensure that those who may be disadvantaged get the tools they need to access the same, fair opportunities as their peers.

Diversity is recognising, respecting and celebrating each others’ differences. A diverse environment is one with a wide range of backgrounds and mindsets, which allows for an empowered culture of creativity and innovation.

Inclusion means creating an environment where everyone feels welcome and valued. An inclusive environment can only be created once we are more aware of our unconscious biases, and have learned how to manage them.

The legal protected characteristics under the Equality Act 2010 are:

age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation.

Discrimination on the grounds of any of these characteristics is illegal. Discrimination can take many forms including direct discrimination, indirect discrimination, bullying, harassment and victimisation. Discrimination against a person occurs when someone acts on the perception of a particular protected characteristic.

The policy’s purpose is to:

provide equality, fairness and respect for all working in our employment or as volunteers, whether temporary, part-time or full-time and to promote opportunities for our guests, the refugees, in all their diversity as equal members of British society.


Taking action and monitoring performance

1. The board ensures that there are appropriate arrangements and resources in place to monitor and achieve the organisation’s equality, diversity and inclusion plans and targets, including those relating to the board.

2. The board creates and maintains inclusive cultures, practices and   behaviours in all its decision making. It promotes and demonstrates inclusive behaviours and cultures to the wider organisation.

3. The board regularly monitors and actively implements its plans and targets.

4. The board leads the organisation’s progress towards achieving its equality, diversity and inclusion plans and targets and discusses updates on this.

5. The board periodically takes part in learning and/or reflection about equality, diversity and inclusion and understands its responsibilities in this area. It acts on any gaps in its understanding and looks at how board practice, culture and behaviour are affected by these gaps.


Publishing performance information and learning

1. The board regularly publishes:

◼ information on its progress towards achieving its equality, diversity and

inclusion plans and targets, including challenges, opportunities and learning.

◼ its plans to tackle any organisational or board inequalities and gaps

that have been identified.


The equality policy is fully supported by the board of trustees. Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.


Signed by (Chair):



Date: Jan 2024

Next review due: Jan 2027

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