LFLR is committed to encouraging equality, diversity and inclusion among our volunteers and eliminating unlawful discrimination.

The aim is for our volunteers to be truly representative of all sections of society and our clients, and for each volunteer to feel respected and able to give their best. 

The organisation - in providing services - is also committed against unlawful discrimination of clients or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all who work for LFLR, whether as directors, volunteers or other assistants;
• 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 in terms and conditions of volunteering, dealing with grievances and discipline, training or other developmental opportunities.

The organisation commits to: 

• Encourage equality, diversity and inclusion as they are good practice;
• Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all are recognised and valued. 

This commitment includes training case managers and all other volunteers about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include volunteers conducting themselves to help the organisation provide equal opportunities, and prevent bullying, harassment, victimisation and unlawful discrimination.

All volunteers should understand they, as well as their managers and Directors, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their work, against fellow volunteers, clients, supporters or other members of the public.

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow volunteers, clients, supporters 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.

Further, sexual harassment may amount to an 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.

• Make opportunities for training, development and progress available to all volunteers, 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 volunteers being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• 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.