Equality, Diversity and Inclusion Policy for Food in Community CIC

Last Updated August 2025

1. Statement of Commitment

Food in Community exists to bring people together around food, reduce isolation, and support individuals and communities experiencing disadvantage. At the heart of our work is a belief that everyone has value, and that communities are strongest when everyone is included, heard and able to contribute.

We are committed to promoting equality, valuing diversity, and fostering an inclusive environment in all aspects of our work. This includes our workforce, paid staff and volunteers, governance, Board, and the people and communities we serve.

We are particularly committed to including and empowering people who may be disadvantaged or underrepresented, including those with lived experience of poverty, food insecurity, social exclusion or other forms of inequality. We believe these voices are essential in shaping our organisation, and we actively seek to involve people with lived experience at all levels, including volunteering, employment, decision-making and governance where possible.

We aim for our organisation to reflect the diversity of the communities we serve. We want everyone, staff, volunteers, trustees and service users, to feel respected, valued and able to participate fully, bringing their whole selves to Food in Community.

We recognise that achieving equality, diversity and inclusion, EDI, is an ongoing process. We are committed to listening, learning and taking action to improve, ensuring that inclusion is not just a principle but something we actively practice every day.

2. Purpose of the Policy

This policy aims to:

• Provide equality, fairness and respect for all in employment and volunteering
• Ensure our services are accessible, inclusive and responsive to the diverse needs of the communities we serve
• Prioritise inclusion of individuals and groups who experience disadvantage or are less often heard
• Eliminate unlawful discrimination under the Equality Act 2010, including the 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
  • Sexual orientation
• Promote a culture where diversity is valued and inclusion is actively practiced
• Ensure EDI is embedded in decision-making, service design and organisational development

3. Our Commitment

3.1 Inclusive Workforce and Culture

We recognise that our staff and volunteers are central to our mission, and we are committed to ensuring opportunities are open and accessible to all, including those with lived experience of disadvantage.

We will:

• Encourage people from all backgrounds, particularly those underrepresented or facing disadvantage, to get involved
• Create a working environment free from bullying, harassment, victimisation and unlawful discrimination
• Promote dignity, respect and inclusion for all
• Value lived experience as a strength and an important form of knowledge
• Ensure staff and volunteers understand their rights and responsibilities
• Take all complaints seriously and deal with them promptly and fairly
• Provide opportunities for training, development and progression, as funding allows
• Make decisions based on merit, while making use of lawful positive action where appropriate to improve inclusion
• Design new activities and adjust existing ones with EDI central to the process.

All staff and volunteers should understand that they, as well as the organisation, can be held responsible for behaviour that undermines inclusion or causes harm to others.

3.2 Serving Our Communities

We recognise that EDI is central to delivering meaningful and effective services.

We will:

• Actively consider EDI in the design, delivery and evaluation of our services
• Prioritise reaching people who are disadvantaged, marginalised or experiencing food insecurity
• Reduce barriers to access, including financial, physical, cultural, language or digital barriers
• Work in ways that are welcoming, respectful and inclusive for everyone
• Engage with people with lived experience to shape and improve our services
• Ensure people using our services are treated with dignity, compassion and respect

We aim to build services with communities, not just for them, ensuring people have a voice and influence in what we do.

3.3 Leadership, Governance and Representation

We believe that inclusion must be reflected at all levels of the organisation.

We will:

• Work towards a diverse and representative Board, staff team and volunteer base
• Actively encourage people with lived experience of disadvantage to take on leadership, advisory and governance roles where possible
• Review representation regularly and identify gaps
• Take steps, within legal frameworks, to improve diversity in recruitment, volunteering and governance
• Ensure the Board takes responsibility for overseeing EDI and receives updates on progress
• Promote inclusive leadership and decision-making throughout the organisation

3.4 Continuous Improvement

We recognise that building an inclusive organisation requires ongoing effort, reflection and action.

We will:

• Monitor how our EDI policy is working in practice
• Collect and review relevant information where proportionate, including feedback from staff, volunteers and service users
• Develop and review an EDI action plan
• Provide training and learning opportunities to strengthen understanding and practice
• Listen to and learn from the experiences of people we work with, especially those with lived experience of disadvantage
• Review and update this policy regularly in line with best practice and legal requirements

4. Responsibilities

All Staff and Volunteers

• Treat others with dignity and respect
• Actively support equality and inclusion
• Be open to learning and reflection
• Report concerns or incidents appropriately
• Avoid behaviour that excludes or discriminates against others

Directors and Board

• Lead by example and champion EDI
• Ensure this policy is implemented and regularly reviewed
• Create opportunities for inclusive participation and representation
• Address complaints and concerns appropriately
• Support continuous improvement and accountability

5. Complaints and Enforcement

Food in Community takes seriously any concerns or complaints of bullying, harassment, victimisation or discrimination involving staff, volunteers, service users or the public.

• Complaints will be investigated promptly and fairly
• Matters will be handled by Directors and escalated to the Board where appropriate
• Appropriate action will be taken, including disciplinary action where required

Serious cases, including sexual harassment or criminal behaviour, may be referred to external authorities.

6. Monitoring and Review

We will:

• Review this policy annually
• Monitor its effectiveness and impact
• Take action to address any issues identified
• Report progress to the Board

Monitoring will include understanding who we reach, who participates, and where barriers still exist, so that we can continue improving.

7. Additional Commitments

Food in Community signed up to the Disability Confident Scheme in October 2021 and is committed to continuing to improve accessibility and inclusion across all areas of its work