Be yourself. We like it that way! Our strength is in who our people are.
Putting our beliefs into action.
Ideas thrive here
- You can’t change the world by playing it safe. We embrace innovative thinking and the big ideas it creates, and we celebrate when ideas become a reality.
Your potential is boundless
- With ample opportunity to learn, stretch and contribute, anyone in any role can grow into the best version of themselves as a professional, colleague and person.
Equality, Diversity and Inclusion
Equality is not about treating everyone the same; it is about ensuring that access to opportunities are available to all by taking account of people’s differing needs and capabilities.
Diversity is about recognising and valuing differences through inclusion, regardless of age, disability, gender, racial origin, religion, belief, sexual orientation, commitments outside of work, part-time or shift work, language, union activity, HIV status, perspectives, opinions and everyone's value.
Inclusion is about ensuring everyone feels welcome, no one feels uncomfortable and everyone is able to thrive and contribute equally regardless of who they are, where they’re from, or what they’re going through. The Trust provides a space where everyone has equal access to opportunities and resources, and where everyone feels valued and accepted.
Inspiration Trust seeks to promote and create a fair and inclusive community where everyone can participate and fulfil their potential. Equality is a whole Trust and school issue. We celebrate individual differences and seek to ensure that everyone is treated with respect. We acknowledge that everyone brings a unique perspective and ideas to the Trust and we do everything we can to help each person to thrive. We aim to develop a culture of inclusion and diversity in which all those connected to the Trust feel proud of their identity and ability to participate fully in school life.
We promote dignity in the workplace
We ensure our policies reflect our values for equality, diversity and inclusion and we embed these values in all we do from recruitment onwards.
We are committed to providing great working practices, resources and training. We are also committed to ensuring our people are a reflection of the communities we serve.
We ensure that our recruitment and promotion processes are fair and open to all. All staff appointments and promotions are made on the basis of merit and ability and in compliance with the law. We are keen to ensure that our staff reflect the diversity of our community.
Importantly we also give regular opportunities for all staff to provide feedback so that we can celebrate what we are doing well, and we can reflect upon and take appropriate action upon any area of concern.
We believe everyone at Inspiration Trust should be able to be themselves. Creating a diverse, inclusive organisation is a fundamental part of living up to our purpose of being with you today, for a better tomorrow. It means being there for all our people and helping to contribute to fairer, more equal communities.
Through this ethos we provide role models for the students that attend our schools.
We are determined to keep challenging ourselves to do more to build a workplace – and society – that works for all.
Gender Pay Gap
Annually we publish our pay information on the Government Gender Pay gap reporting website. Results are accessible here.
We’re committed to helping everyone to work in the way that is best for them, and we strive to put in place reasonable adjustments that make this easier. We encourage all staff to let us know about any needs or accessibility issues so we can address these effectively and discreetly. We strive to ensure the working environment is welcoming and inclusive with equity being a key priority.
Dignity at Work
We recognise the right of every member of staff and visitor to be treated in accordance with the values of dignity and mutual respect for each others’ differences. The Trust has a zero tolerance approach towards harassment, bullying and victimisation. These behaviours are unlawful behaviours under the Equality Act 2010, and we have processes in place to address these behaviours if they happen.
The Trust will not accept harassment of its staff by third parties, including other staff, project partners, clients, contractors or visitors. Bullying or harassment directed towards visitors to the Trust from any party are equally unacceptable.
We are committed to taking action to resolve disputes and conflict early, and work in partnership with people across the Trust and recognised trades unions, to develop positive approaches to resolving conflict and disputes.
What are protected characteristics?
It is against the law to discriminate against someone because of:
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation
The Equality Act 2010 provides the legislative framework that informs our work to promote equality of opportunity and reduce barriers to engagement, in particular for protected groups including:
We recognise that age should not be used as a determining factor for physical or mental performance, or as the deciding factor for employment including recruitment, training and promotion opportunities. However, age specific conditions and benefits may be provided if they: meet a General or Specific Exception, can be objectively justified, or for positive action purposes. General and Specific Exceptions include:
- benefits based upon length of service – it is not age discrimination for an employer to provide certain benefits, facilities or services on the basis of length of service, subject to the qualification that after five years’ service, the employer will have to show that the length of service fulfils a business need (for example, by encouraging loyalty);
- minimum wage – it is not age discrimination to pay a young worker the lower minimum wage if that is the rate for which they qualify, this also applies for apprentices who do not qualify for the national minimum wage, as compared with those who do;
- redundancy – it is not age discrimination to provide an enhanced redundancy payment that is greater than that paid to another person, provided that they are calculated on the same basis;
- contributions to personal pension schemes – certain age-based criteria are permitted in respect of occupational pension schemes.
The Trust is committed to promoting inclusion so that all people with disabilities and/or long term conditions are included and feel valued, and that barriers are understood and overcome. This includes current and prospective staff and visitors. To advance equality of outcomes for disabled people the Trust may need to take steps to meet needs and overcome barriers even if this requires ‘more favourable treatment’ (positive discrimination is permitted for disability). For example, putting disabled parking bays near to the entrance, giving someone more time in an interview test, providing support or advocacy, shortlisting disabled applications on essential criteria only.
Gender Identity and Reassignment
We recognise that individuals can identify with a range of different gender identities, and that gender identity may or may not be associated with the sex assigned at birth and gender presentation. We provide a supportive environment to recognise an individual’s gender identity, and for staff to share their gender identity or trans status if they wish.
It is the right of an individual to decide what they want to share about their gender identity and when. To ‘out’ someone without their permission is a form of harassment, could be a criminal offence, and will not be tolerated by the Trust.
Marriage and Civil Partnership
We aim to support all staff, regardless of their marital status. If you are married or in a civil partnership, you will be treated equally and will have access to the same opportunities as staff who have a different relationship status. The Trust strives to provide a supportive environment for staff who are seeking to balance responsibilities within their personal and working lives.
Pregnancy and Maternity
The Trust aims to provide an environment where staff are supported and treated fairly and with dignity and respect, including during pregnancy, maternity, paternity and the process of adoption and shared parental leave including during pregnancy and family leave including maternity, paternity, adoption and shared parental leave. In addition we aim to create inclusive workplaces which recognise that both women and men are parents thus equalising the treatment of men and women around the taking of leave.
Inspiration Trust recognises there is inequality and racism around us and within our community. The Trust remains determined to tackle racial discrimination in all its forms to ensure that our employment experience is positive and welcoming for everyone of all ethnic and racial backgrounds. We expect all members of our community – staff, visitors, and stakeholders – to support us in this endeavour.
Religion and Belief
The Trust recognises the commitment of individuals to pursue a spiritual or religious practice and actively supports their right to do so in an atmosphere of tolerance and respect. We are committed to creating a community that facilitates the practice of religion by its staff. Inspiration Trust is a diverse international community with staff from many different religious backgrounds and beliefs all working together.
We should all be respected and valued equally, regardless of gender. Gender equity means not only treating people equally regardless of gender, but where necessary, taking action to counteract inequality. We are also committed to ensuring equal pay for all our staff and to conducting Equal Pay Audits on a regular basis. Gender identity includes non-binary (neither or both male and female gender identity) however non-binary is not currently covered by the Equality Act, however the Trust recognise this and act as if it were.
The Trust seeks to provide a supportive environment for the LGBTQ+ community, and to create a culture in which staff of any sexual orientation will not face discrimination, harassment or exclusion. We encourage a culture of openness about sexual orientation, recognising at the same time that some staff may not be ‘out’ for a wide range of personal reasons, or for fear of how they may be treated, or may choose not to be ‘out’, either at work or out of work. This is a legitimate personal choice which is supported by our policies and practices.
The Trust is proud to support Norwich Pride and is a signatory of the The Norwich Pride Pledge. The Trust will be a safe, welcoming, and friendly place for LGBTQ+ staff.
If you have any observations or comments please contact firstname.lastname@example.org