INTRODUCTION
Word Trust aim to have a diverse, inclusive and equitable workplace: where all staff, whatever their gender, race, ethnicity/national origin, age, sexual orientation or identity, education, disability orreligious belief feel valued and respected.We respect and value diverse life experiences and heritages and are committed to promoting andproviding equal opportunity in employment and avoiding discrimination at recruitment and during employment.
Word Trust aim to have a diverse, inclusive and equitable workplace: where all staff, whatever their gender, race, ethnicity/national origin, age, sexual orientation or identity, education, disability orreligious belief feel valued and respected.We respect and value diverse life experiences and heritages and are committed to promoting andproviding equal opportunity in employment and avoiding discrimination at recruitment and during employment.
WORD TRUST recognizes that a diverse workforce makes an essential contribution to the success of its programmes and to its ability to reduce malnutrition through sustainable strategies aimed at improving the health and nutrition of populations at risk. Drawing on the different perspectives and
experiences of many individuals will add value to WORD TRUST’s core business. Issues of diversity (where everyone is invited), inclusion (where everyone contributes) and equity (where results and benefits are distributed fairly) are intrinsically and instrumentally important for preventingand addressing malnutrition. We are fully aware of this and seek to live this knowledge through ourshared values.The aim of the policy is to communicate the commitment of the organization to the promotion ofequality of opportunity in WORD TRUST amongst its employees, and its relationships with other
stakeholders.
1. PRINCIPLES
Promote a working environment where all employees are treated fairly, with respect anddignity. This includes Board Members, Consultants, Volunteers and Interns; Prevent discrimination, harassment and victimization. All employees are entitled to aworkplace free from harassment and discrimination;
Challenge discriminatory behaviors or attitudes wherever they occur and respond swiftly and sensitively to any incidences of discrimination;
Promote and foster good relations across the workforce. This means being aware of the Impact of our behavior;
Ensure that no-one is disadvantaged by conditions or requirements which cannot be shown
2 to be relevant to performance; Celebrate a diverse workforce to ensure fair treatment. Respect and value the differencesof everyone; Promote an inclusive culture.
2. SCOPE OF THE POLICY
WORD TRUST’s Equality and Diversity (ED) policy applies to all those who work for (or apply to
work for) WORD TRUST across its locations globally, whether full time or part time, temporary or
permanent. This includes:
job applicants
employees
contract workers
agency workers
volunteers/interns
consultants
WORD TRUST will also apply the principles of its ED policy in its interactions with other
stakeholders such as suppliers, donors, partners and beneficiaries.
It covers the following:
recruitment, selection and promotion
terms and conditions of employment
professional development
flexible working options
safe working environment
leadership, management and accountability
grievances, disciplinary action and termination of employment
In cases where the application of the policy conflicts with national legislation, the legislation takes
precedence.1
3. RESPONSIBILITY FOR THE POLICY
WORD TRUST Board has overall responsibility for the effective operation of this policy, and for ensuring
compliance with the relevant statutory framework prohibiting discrimination in each of its areas of
operation. The Board has delegated to the Executive Director the day- to-day responsibility for
implementing the policy and ensuring its maintenance and review.
The Director of Strategic Operations and Head of Human Resources have particular responsibility
for ensuring that all HR policies and procedures support the objectives of promoting equality of
opportunity and eliminating unfair or unlawful discrimination.
Managers and supervisors are responsible for setting appropriate standards of behavior, eliminating
discrimination, providing equality of opportunity within their teams and for promoting a culture of
tolerance and respect.
All WORD TRUST employees are responsible for treating others with dignity and respect.
4. MAKING THE POLICY EFFECTIVE
WORD TRUST believes that commitment to equity, diversity and inclusion at work creates a positive
3
environment that makes full use of the wide range of talents and resources of its staff. By providing
the right environment it will also encourage effective employee relations within the organization.
WORD TRUST’s aim is to make equal opportunities a natural and integral part of management. This
means improving the quality of judgments made and actions taken by removing bias, prejudice and
stereotyping. WORD TRUST seeks the support and co-operation of all staff in making the policy work.
All managers should be aware of their role in setting standards, creating the right environment for
equality of opportunity and ensuring commitment to the policy.
Managers will ensure that:
standards referred to in this policy are adhered to within their own area of responsibility
bring the details of the policy to the attention of their team’s members
ensure that information on equity, diversity and inclusion is included in all induction
processes
Ensure that their team members are available to attend relevant equality training
programmes.
The Human Resources Department is responsible for ensuring that this policy is effectively
communicated to all employees and all those involved with the organization at whatever level or
position, and for providing advice and guidance where appropriate. It will in particular provide
training and induction on equal opportunities to all new employees. In addition, upon any
significant update, the policy will be presented to all staff or via department/office meetings.
Each member of staff has a responsibility to:
co-operate with any measures introduced to ensure equality of opportunity and in
preventing discrimination, harassment or bullying
report any discriminatory acts
treat others fairly, without prejudice
Promote a work environment where an individual can feel valued and realise his/her
potential and encourage others to do so.
The following sections describe how the policy is applied throughout WORD TRUST. Failure to comply
with the policy, procedures and practices outlined below will be considered within the
Framework of WORD TRUST’s disciplinary procedure.
5. RECRUITMENT, SELECTION AND PROMOTION
The recruitment process must result in the selection of the most suitable person for the post in
respect of experience, knowledge, skills and qualifications. It is a WORD TRUSTs policy (and in
certain circumstances the law) to discriminate either directly or indirectly on any of the grounds
contained within the policy statement at any stage of the recruitment process.
Definitions of direct and indirect discrimination can be found below.
WORD TRUST advertises all open positions on its website and states clearly that it welcomes
applications from all sections of the community. The job advertisement and job specification will
specify clearly the knowledge, experience and skills required by the applicant. Selection for
employment will be on the basis of relevant criteria, experience, aptitude and ability.
4
Candidate selection will always be carried out by more than one person and never by a single-sex
panel. For monitoring purposes, applicants are required to complete a monitoring form; these
details remain confidential and are not given to the short-listing manager. Accessibility for
applicants with special needs will be considered in organizing the recruitment process. We will
provide any reasonable adjustments for people with disabilities to ensure they have access to our
services and employment.
6. TERMS AND CONDITIONS OF EMPLOYMENT
WORD TRUST is committed to the principle of equal opportunities in employment and believes that
as part of that principle all staff should be equally graded for the same work, or for work of broadly
similar weight. WORD TRUST applies a job classification scheme which uses specific criteria to
identify jobs of similar complexity and responsibility, and to place them within classification bands in
order to identify work of equivalent or the same value. Pay is then determined by the location of
the position within the classification scheme. WORD TRUST believes that its pay system should be
transparent, based on objective criteria and free from bias. To achieve this WORD TRUST will, on a
regular basis, review its existing and future pay practices for staff, including those who are absent on
pregnancy and maternity leave. All individuals will be informed how his/her pay is arrived at. WORD
TRUST believes that it should fairly reward the skills, experience and contribution of staff.
7. PROFESSIONAL DEVELOPMENT
WORD TRUST’s performance management process supports the identification of professional
development needs and opportunities and the identification of career development goals. WORD TRUST
recognizes that training is a key way in which staff may develop the knowledge, skills, qualifications and
experience necessary for the effective performance of their job. Where training needs are identified
through the performance management process, training opportunities will be made available, subject to
financial and operational constraints, to all staff. It is a WORD TRUST’s policy and a WORD Trusts the law
to discriminate directly or indirectly, either in the selection of candidates for training courses or in the
arrangements made for selection.
Equal opportunities issues begin to be addressed at the Induction stage and are reinforced in other
ways, including management development programmes and skills training (eg performance
management; recruitment and selection). Training materials must be free from bias and not
discriminatory. Longer term development opportunities are available to all staff subject only to
financial and operational constraints.
WORD TRUST will review its learning and development strategy regularly in order to identify and
meet training needs which relate to the achievement of equality of opportunity.
8. EXIBLE WORKING OPTIONS
WORD TRUST provides access to a range of flexible work opportunities to support employees
with family responsibilities, or other employees whose work can be carried out effectively from
home.
9. SAFE WORKING ENVIRONMENT
WORD TRUST prohibits all forms of physical or verbal harassment and discrimination. Please see the
Respect and Dignity at Work policy.
5
10. LEADERSHIP, MANAGEMENT AND ACCOUNTABILITY
WORD TRUST aims for diversity in its senior management and governance structures.
A statement of management support for the Equality and Diversity Policy is published on
WORD TRUST’s website and is available to all staff along with the policy. The Head of HR and HR
Representatives are responsible for monitoring the policy and any complaints received.
11. GRIEVANCES, DISCIPLINARY ACTION AND TERMINATION OF EMPLOYMENT
WORD TRUST will ensure that, where applicable, grievance and disciplinary procedures are carried
out fairly and uniformly for all employees, whether they result in the giving of disciplinary
warnings, dismissal or other disciplinary action.
WORD TRUST will monitor redundancy criteria and procedures to ensure that they are fair and
objective and do not directly or indirectly discriminate a WORD Trusts employees.
12. BREACHES OF THIS POLICY
Staff should use the grievance procedure to make a formal complaint regarding any instance of
harassment or discrimination. More information regarding options, and support for employees who
feel they are being harassed, can be found in the Anti- Harassment and Bullying Policy.
Serious breaches of the Workplace Equality and Diversity Policy will constitute gross misconduct
and give rise to disciplinary action up to and including dismissal.
Anyone found guilty will be dealt with according to the disciplinary procedures laid down in national
legislation. WORD TRUST is committed to protecting from retaliation those staff members who report
what they reasonably and in good faith believe to be any instance of harassment or discrimination under
the terms of this policy. ‘Retaliation’ or ‘victimization’ means any direct or indirect action that might be
recommended, threatened or taken to the detriment of an employee who engaged in reporting
misconduct or who is suspected of doing so. Retaliation a WORD TRUSTS a person reporting breaches of
this policy will lead to disciplinary proceedings up to and including dismissal.
13. DEFINITIONS
Direct Discrimination: takes place when a person is treated less favorably than others (in
the same circumstances) on the grounds of age, disability, sex, pregnancy, maternity, race
(which includes colour, nationality and ethnic or national origins), sexual orientation,
religion or belief, eg turning down a female applicant because she has children or is
married is direct sex discrimination.
Indirect Discrimination: is when a condition or requirement is applied which adversely
affects one particular group more than another and cannot be strictly justified in terms of
the requirements for performing the job, eg setting an age limit of between 18 and 30
without good reason may be a form of indirect sex discrimination, because it is more likely
that women would have family commitments meaning that fewer women than men could
comply.
Victimization occurs where an employee is subjected to a detriment, such as being denied
a training opportunity or a promotion, because he/she made or supported a complaint or
raised a grievance or because he or she is suspected of doing so. However, an employee is
not protected from victimization if he or she acted maliciously or made or supported an
untrue complaint.
14. IMPLEMENTATION-ONGOING
In order to implement this policy WORD TRUST will:
communicate the policy to staff, volunteers, interns, job applicants and relevant others (such
6
as contract or agency workers)
provide information about the policy to all staff as part of their induction
provide training to managers and staff in key decision-making areas on the discriminatory
effects that provisions, practices, requirements, conditions and criteria can have on some
groups, and the importance of being able to justify decisions to apply them
ensure that those who are involved in assessing candidates for recruitment or promotion are
trained in non-discriminatory selection techniques
collect and analyses information on the ethnic and racial background, gender, disability, sexual
orientation and age of each member of staff and applicants for employment, to monitor each
stage of the recruitment process. The information will be held in strictest confidence and will
only be used to promote equality of opportunity
will take a flexible approach to working arrangements. Request for changes will be
considered carefully and objectively
incorporate specific and appropriate duties in respect of implementing the Equity, Diversity
and Inclusion policy into job descriptions and work objectives of all staff
ensure team discussions on the policy take place. These are important to ensure key issues
are explored at a local level and for creating joint ownership of the policy aims
incorporate equal opportunities notices into general communications practices (eg staff
newsletters, intranet, posters displays etc)
obtain commitments from other persons or organizations, such as subcontractors oragencies,
that they too will comply with the policy in their dealings with our organization and our
employees
consult with staff and its representatives regarding updates to the policy
regularly review advertising, recruitment and application materials and processes, and this
policy
ensure that adequate resources are made available to fulfil the objectives of the policy.
15. RELATED WORD TRUST POLICIES
Respect and Dignity at Work Policy
Code of Conduct
Safeguarding Policy (protect the needs of vulnerable communities who are served by
WORD TRUST- funded projects)
Programmatic Gender Policy (sets out what the organization aims to achieve in terms of
gender equality and women’s empowerment, through the nutrition programmes it
supports around the world).
2. SCOPE OF THE POLICY
WORD TRUST’s Equality and Diversity (ED) policy applies to all those who work for (or apply to
work for) WORD TRUST across its locations globally, whether full time or part time, temporary or
permanent. This includes:
job applicants
employees
contract workers
agency workers
volunteers/interns
consultants
WORD TRUST will also apply the principles of its ED policy in its interactions with other
stakeholders such as suppliers, donors, partners and beneficiaries.
It covers the following:
recruitment, selection and promotion
terms and conditions of employment
professional development
flexible working options
safe working environment
leadership, management and accountability
grievances, disciplinary action and termination of employment
In cases where the application of the policy conflicts with national legislation, the legislation takes
precedence.1
3. RESPONSIBILITY FOR THE POLICY
WORD TRUST Board has overall responsibility for the effective operation of this policy, and for ensuring
compliance with the relevant statutory framework prohibiting discrimination in each of its areas of
operation. The Board has delegated to the Executive Director the day- to-day responsibility for
implementing the policy and ensuring its maintenance and review.
The Director of Strategic Operations and Head of Human Resources have particular responsibility
for ensuring that all HR policies and procedures support the objectives of promoting equality of
opportunity and eliminating unfair or unlawful discrimination.
Managers and supervisors are responsible for setting appropriate standards of behavior, eliminating
discrimination, providing equality of opportunity within their teams and for promoting a culture of
tolerance and respect.
All WORD TRUST employees are responsible for treating others with dignity and respect.
4. MAKING THE POLICY EFFECTIVE
WORD TRUST believes that commitment to equity, diversity and inclusion at work creates a positive
3
environment that makes full use of the wide range of talents and resources of its staff. By providing
the right environment it will also encourage effective employee relations within the organization.
WORD TRUST’s aim is to make equal opportunities a natural and integral part of management. This
means improving the quality of judgments made and actions taken by removing bias, prejudice and
stereotyping. WORD TRUST seeks the support and co-operation of all staff in making the policy work.
All managers should be aware of their role in setting standards, creating the right environment for
equality of opportunity and ensuring commitment to the policy.
Managers will ensure that:
standards referred to in this policy are adhered to within their own area of responsibility
bring the details of the policy to the attention of their team’s members
ensure that information on equity, diversity and inclusion is included in all induction
processes
Ensure that their team members are available to attend relevant equality training
programmes.
The Human Resources Department is responsible for ensuring that this policy is effectively
communicated to all employees and all those involved with the organization at whatever level or
position, and for providing advice and guidance where appropriate. It will in particular provide
training and induction on equal opportunities to all new employees. In addition, upon any
significant update, the policy will be presented to all staff or via department/office meetings.
Each member of staff has a responsibility to:
co-operate with any measures introduced to ensure equality of opportunity and in
preventing discrimination, harassment or bullying
report any discriminatory acts
treat others fairly, without prejudice
Promote a work environment where an individual can feel valued and realise his/her
potential and encourage others to do so.
The following sections describe how the policy is applied throughout WORD TRUST. Failure to comply
with the policy, procedures and practices outlined below will be considered within the
Framework of WORD TRUST’s disciplinary procedure.
5. RECRUITMENT, SELECTION AND PROMOTION
The recruitment process must result in the selection of the most suitable person for the post in
respect of experience, knowledge, skills and qualifications. It is a WORD TRUSTs policy (and in
certain circumstances the law) to discriminate either directly or indirectly on any of the grounds
contained within the policy statement at any stage of the recruitment process.
Definitions of direct and indirect discrimination can be found below.
WORD TRUST advertises all open positions on its website and states clearly that it welcomes
applications from all sections of the community. The job advertisement and job specification will
specify clearly the knowledge, experience and skills required by the applicant. Selection for
employment will be on the basis of relevant criteria, experience, aptitude and ability.
4
Candidate selection will always be carried out by more than one person and never by a single-sex
panel. For monitoring purposes, applicants are required to complete a monitoring form; these
details remain confidential and are not given to the short-listing manager. Accessibility for
applicants with special needs will be considered in organizing the recruitment process. We will
provide any reasonable adjustments for people with disabilities to ensure they have access to our
services and employment.
6. TERMS AND CONDITIONS OF EMPLOYMENT
WORD TRUST is committed to the principle of equal opportunities in employment and believes that
as part of that principle all staff should be equally graded for the same work, or for work of broadly
similar weight. WORD TRUST applies a job classification scheme which uses specific criteria to
identify jobs of similar complexity and responsibility, and to place them within classification bands in
order to identify work of equivalent or the same value. Pay is then determined by the location of
the position within the classification scheme. WORD TRUST believes that its pay system should be
transparent, based on objective criteria and free from bias. To achieve this WORD TRUST will, on a
regular basis, review its existing and future pay practices for staff, including those who are absent on
pregnancy and maternity leave. All individuals will be informed how his/her pay is arrived at. WORD
TRUST believes that it should fairly reward the skills, experience and contribution of staff.
7. PROFESSIONAL DEVELOPMENT
WORD TRUST’s performance management process supports the identification of professional
development needs and opportunities and the identification of career development goals. WORD TRUST
recognizes that training is a key way in which staff may develop the knowledge, skills, qualifications and
experience necessary for the effective performance of their job. Where training needs are identified
through the performance management process, training opportunities will be made available, subject to
financial and operational constraints, to all staff. It is a WORD TRUST’s policy and a WORD Trusts the law
to discriminate directly or indirectly, either in the selection of candidates for training courses or in the
arrangements made for selection.
Equal opportunities issues begin to be addressed at the Induction stage and are reinforced in other
ways, including management development programmes and skills training (eg performance
management; recruitment and selection). Training materials must be free from bias and not
discriminatory. Longer term development opportunities are available to all staff subject only to
financial and operational constraints.
WORD TRUST will review its learning and development strategy regularly in order to identify and
meet training needs which relate to the achievement of equality of opportunity.
8. EXIBLE WORKING OPTIONS
WORD TRUST provides access to a range of flexible work opportunities to support employees
with family responsibilities, or other employees whose work can be carried out effectively from
home.
9. SAFE WORKING ENVIRONMENT
WORD TRUST prohibits all forms of physical or verbal harassment and discrimination. Please see the
Respect and Dignity at Work policy.
5
10. LEADERSHIP, MANAGEMENT AND ACCOUNTABILITY
WORD TRUST aims for diversity in its senior management and governance structures.
A statement of management support for the Equality and Diversity Policy is published on
WORD TRUST’s website and is available to all staff along with the policy. The Head of HR and HR
Representatives are responsible for monitoring the policy and any complaints received.
11. GRIEVANCES, DISCIPLINARY ACTION AND TERMINATION OF EMPLOYMENT
WORD TRUST will ensure that, where applicable, grievance and disciplinary procedures are carried
out fairly and uniformly for all employees, whether they result in the giving of disciplinary
warnings, dismissal or other disciplinary action.
WORD TRUST will monitor redundancy criteria and procedures to ensure that they are fair and
objective and do not directly or indirectly discriminate a WORD Trusts employees.
12. BREACHES OF THIS POLICY
Staff should use the grievance procedure to make a formal complaint regarding any instance of
harassment or discrimination. More information regarding options, and support for employees who
feel they are being harassed, can be found in the Anti- Harassment and Bullying Policy.
Serious breaches of the Workplace Equality and Diversity Policy will constitute gross misconduct
and give rise to disciplinary action up to and including dismissal.
Anyone found guilty will be dealt with according to the disciplinary procedures laid down in national
legislation. WORD TRUST is committed to protecting from retaliation those staff members who report
what they reasonably and in good faith believe to be any instance of harassment or discrimination under
the terms of this policy. ‘Retaliation’ or ‘victimization’ means any direct or indirect action that might be
recommended, threatened or taken to the detriment of an employee who engaged in reporting
misconduct or who is suspected of doing so. Retaliation a WORD TRUSTS a person reporting breaches of
this policy will lead to disciplinary proceedings up to and including dismissal.
13. DEFINITIONS
Direct Discrimination: takes place when a person is treated less favorably than others (in
the same circumstances) on the grounds of age, disability, sex, pregnancy, maternity, race
(which includes colour, nationality and ethnic or national origins), sexual orientation,
religion or belief, eg turning down a female applicant because she has children or is
married is direct sex discrimination.
Indirect Discrimination: is when a condition or requirement is applied which adversely
affects one particular group more than another and cannot be strictly justified in terms of
the requirements for performing the job, eg setting an age limit of between 18 and 30
without good reason may be a form of indirect sex discrimination, because it is more likely
that women would have family commitments meaning that fewer women than men could
comply.
Victimization occurs where an employee is subjected to a detriment, such as being denied
a training opportunity or a promotion, because he/she made or supported a complaint or
raised a grievance or because he or she is suspected of doing so. However, an employee is
not protected from victimization if he or she acted maliciously or made or supported an
untrue complaint.
14. IMPLEMENTATION-ONGOING
In order to implement this policy WORD TRUST will:
communicate the policy to staff, volunteers, interns, job applicants and relevant others (such
6
as contract or agency workers)
provide information about the policy to all staff as part of their induction
provide training to managers and staff in key decision-making areas on the discriminatory
effects that provisions, practices, requirements, conditions and criteria can have on some
groups, and the importance of being able to justify decisions to apply them
ensure that those who are involved in assessing candidates for recruitment or promotion are
trained in non-discriminatory selection techniques
collect and analyses information on the ethnic and racial background, gender, disability, sexual
orientation and age of each member of staff and applicants for employment, to monitor each
stage of the recruitment process. The information will be held in strictest confidence and will
only be used to promote equality of opportunity
will take a flexible approach to working arrangements. Request for changes will be
considered carefully and objectively
incorporate specific and appropriate duties in respect of implementing the Equity, Diversity
and Inclusion policy into job descriptions and work objectives of all staff
ensure team discussions on the policy take place. These are important to ensure key issues
are explored at a local level and for creating joint ownership of the policy aims
incorporate equal opportunities notices into general communications practices (eg staff
newsletters, intranet, posters displays etc)
obtain commitments from other persons or organizations, such as subcontractors oragencies,
that they too will comply with the policy in their dealings with our organization and our
employees
consult with staff and its representatives regarding updates to the policy
regularly review advertising, recruitment and application materials and processes, and this
policy
ensure that adequate resources are made available to fulfil the objectives of the policy.
15. RELATED WORD TRUST POLICIES
Respect and Dignity at Work Policy
Code of Conduct
Safeguarding Policy (protect the needs of vulnerable communities who are served by
WORD TRUST- funded projects)
Programmatic Gender Policy (sets out what the organization aims to achieve in terms of
gender equality and women’s empowerment, through the nutrition programmes it
supports around the world).