Diversity, Equity, Inclusion and Belonging Policy

Mosaic LGBT+ Young Persons’ Trust, Charity Number 1166676

 

Policy Owner: FL Committee

Review Cycle: 36 months

Next Review Date: May 2027 (Updated and re-approved May 2024)

 

M Mindful

O Open

S Safe

A Agile

I Inclusive

C Community

Diversity, Equity, Inclusion, and Belonging Manifesto

 

Mosaic LGBT+ Young Persons' Trust is committed to fostering an inclusive, diverse, and equitable environment where every young person, volunteer, trustee, staff member, and partner feels valued, respected, and supported. We recognise the importance of diversity, equality, inclusion, and belonging in creating a safe and empowering space for the LGBT+ community. 

 

This manifesto serves as the opening statement for our Diversity, Equity, Inclusion Belonging (DEIB) Policy, outlining our core values and principles:

 

Embracing Diversity: We celebrate the unique intersectional identities, experiences, and perspectives of every young LGBT+ person, volunteer, staff member, trustee and visitor. We actively seek diversity in all its forms, including but not limited to race, ethnicity, age, disability, religion, class, sexuality, and gender. We recognise that diversity enriches our organisation, leading to more innovative and effective solutions to the challenges our community faces.

 

Ensuring Equity: We are committed to promoting equity for all. We strive to eliminate discrimination, prejudice, and bias in all aspects of our work, including recruitment, programming, and decision-making processes. We uphold the principles of equitable opportunity and fair treatment, ensuring that everyone has a fair and just chance to succeed and thrive, taking into account their unique circumstances and needs.

 

Fostering Inclusion: We create a welcoming and supportive environment that embraces and affirms lived experiences and identities. We actively encourage participation and involvement from all members of our community, ensuring that their voices are heard, valued, and respected. We promote a culture of inclusivity, where differences are celebrated, and everyone feels empowered to be their authentic selves. 

 

Curating Belonging: We strive to foster a sense of belonging in every person who engages with our organisation. We recognise that a sense of belonging is crucial for personal growth, mental well-being, and the development of healthy, positive relationships. We aim to create spaces and programmes that are affirming, respectful, and safe, where individuals can connect with others who share similar experiences and challenges. 

 

Education and Awareness: We are committed to increasing awareness and understanding of the issues faced by minoritised communities. We provide educational resources, training programmes, and workshops to promote empathy, knowledge, and allyship within our organisation and the broader LGBT+ community. We actively challenge stereotypes, prejudice, and discrimination, striving towards social justice.

 

Collaborative Partnerships: We believe in the power of collaboration and actively seek partnerships with other organisations, communities, and stakeholders to advance the rights and well-being of young LGBT+ individuals. We work with allies, local authorities, educational institutions, and other relevant entities to build a network of support and resources that drives positive change for our community.

 

Continuous Improvement: We acknowledge that our work towards diversity, equity, inclusion, and belonging is an ongoing journey. We are committed to regularly evaluating and improving our policies, practices, and programmes to ensure they align with the evolving needs. We actively seek feedback from our community and stakeholders, welcoming suggestions and ideas for growth and improvement. We recognise that this is a process and that mistakes might happen. We will seek to be accountable, make amends, and learn from our mistakes to ensure they  are not repeated. Kindness, restorative justice, and dialogue underpin our approach to achieving social justice. 

 

This manifesto serves as a guiding light for Mosaic LGBT+ Young Persons' Trust, reminding us of our collective responsibility to create an environment where every young LGBT+ person can flourish, be proud of who they are, and reach their full potential. 

 

We will build an inclusive, diverse, and equitable future for all.

 

1. Diversity, Equity and Inclusion (DEI) Policy Approach

 

At its core, Mosaic supports and holds space for marginalised communities and we acknowledge that diversity plays an integral part in ensuring all our young persons have positive experiences at Mosaic. At Mosaic our aim is to offer services to young LGBT+ persons from all parts of society and to provide the young persons in our care with opportunities for personal development and community engagement.

 

1.1 A commitment and adherence to this policy forms part of the Mosaic’s conditions of service for paid members of staff; however, the policy itself may be changed from time to time.

 

1.2 This policy applies to paid staff, volunteer staff, trustees, consultants and members.

 

1.3 Mosaic believes that everyone has a contribution to make to our organisation, community and society, that diversity adds value to what we are and what we can achieve, and that combating discrimination, promoting equal opportunity and valuing difference are morally right.

 

1.4 Mosaic is firmly committed to being an organisation that values and benefits from its diversity. We believe that we have much to learn and we benefit from the varied perspectives of a diverse workforce. We know that embracing differences will make us more effective in all areas of our work.

 

2. About this Policy

 

2.1 Mosaic LGBT+ Young Persons’ Trust values inclusion, diversity, equity, and belonging both within the organisation and in relation to our work with others.

 

We will provide responsive, appropriate and accessible services to the best of our abilities. We will treat all people with respect and will ensure that we do not discriminate against any individual or group. We will work to actively engage with communities that normally cannot access these services.

 

We are committed to developing and maintaining this policy within our organisation so that everyone’s background, abilities, ideas, participation, and contributions are embraced, celebrated, and nurtured.

 

We also understand that differences in how people approach their work, communicate, and behave can create misunderstandings and other issues. By embracing these differences and tailoring our approach to each unique dynamic in a constructive and restorative way, we benefit as individuals, a community, and as an organisation. 

 

2.2 Mosaic wants to be an organisation where all people respect one another and treat one another in a positive manner.

 

It is a condition of service that Mosaic staff, volunteers, and trustees actively ensure equal opportunity and, in particular, do not discriminate against, abuse, or harass people. Mosaic recognises that the organisation is lawfully responsible for equal opportunities in accordance with applicable legislation and will endeavour to meet the requirements set out in law. Furthermore, Mosaic intends to go beyond the baseline established by legislation to proactively advance the Manifesto, as outlined at the beginning of this document. 

 

The Equality Act 2010 enshrines in law the principles that everyone has the right to be treated fairly. It places legislation around nine protected characteristics:

• Age
• Disability (including mental ill health)
• Gender 
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity 
• Race
• Religion or belief
• Sexual orientation 

 

2.3 Mosaic recognises that discrimination exists in all communities and that the LGBT+ community is no exception to this. Therefore, we do not accept complacency in actively working against discrimination to ensure safety for all who engage with the organisation.

 

2.4 Mosaic takes care to actively challenge discrimination in all its forms.

 

In the first instance of reported behaviour that does not align with Mosaic's values and the law, we would seek to implement a restorative justice process to rectify the situation. Acts of discrimination, harassment, bullying, or victimisation against volunteers, trustees, staff, or members that have not been resolved through a restorative justice process are disciplinary offences and will be dealt with under the organisation's disciplinary procedure and code of conduct, where appropriate. For staff, discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.

 

2.5 Mosaic staff and volunteers agree to the statements made within this document.

There is consensus that Diversity, Equity, Inclusion, and Belonging are ongoing processes, not destinations. Therefore, this document, though agreed to, will be treated as a working document and may be updated as needed. Every member, volunteer staff member, and trustee can query this document and indicate if they disagree with any statements. This would then be discussed by the Board of Trustees to determine whether the document needs to be altered to address the queries. The person querying will receive a response to their questions and be informed whether the Board will make any alterations. 

 

3. Who is Responsible for this Policy

 

3.1 The Board of Trustees is accountable for the effective implementation of this policy and is responsible for investigating any breach of the policy. 

 

3.1.1 All those referred to in 1.2 have a duty to actively contribute towards diversity and inclusion practices. Diversity will be included in every employee, volunteer, and trustee's personal development plan.

 

3.1.2. The Executive Director is ultimately responsible for the day to day implementation of this policy throughout the organisation.

 

3.1.3. This policy is reviewed every three years or earlier if legislation changes. The Executive Director is responsible for initiating the review process.

 

3.2 Role Of Former Diversity And Inclusion Committee:

 

3.2.1 As the Diversity and Inclusion Committee was dissolved in order for the responsibility of inclusive practices to fall to every member of the Board, this committee, in its formality, no longer exists. 

 

However, it is essential that each remaining subcommittee embeds the concepts of Diversity, Equity, Inclusion, and Belonging in its practices, discussions, and decisions.

 

This should be reflected in the Terms of Reference for each sub-committee, and the minutes and actions from the sub-committees and Board meetings should convey this approach.
 

4. Discrimination

 

4.1 Legislation also places a public duty on Mosaic with which we must comply, including the following statutory legislation:

 

• Equality Act of 2010
• Equal Pay Act of 1970
• Rehabilitation of Offenders Act 1974 (and Exceptions Order 1975)

 

4.2 Types of Discrimination and Unacceptable Behaviour

 

• Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. An example of direct discrimination would be refusing to employ a person because they are pregnant. In limited circumstances, employers may directly discriminate against an individual on the basis of a protected characteristic where an occupational requirement exists. The occupational requirement must be crucial to the post and a proportionate means of achieving a legitimate aim. Mosaic has set a genuine occupational requirement that all its front-line staff, volunteers, and trustees positively identify as members of the LGBT+ community. 
• Indirect discrimination is where a provision, criterion or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic (although it does not explicitly include pregnancy and maternity, which is covered by indirect sex discrimination) such that it would be to the detriment of people who share that protected characteristic compared with people who do not, and when it cannot be shown to be a proportionate means of achieving a legitimate aim. Failure to make reasonable adjustments for a person who has requested them may amount to indirect discrimination.
• Harassment is where there is unwanted conduct, related to one of the protected characteristics (other than marriage and civil partnership, and pregnancy and maternity, which are covered by direct discrimination provisions in the Equality Act 2010) that has the purpose or effect of violating a person's dignity; or is reasonably considered by that person to create an intimidating, hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.
• Associative discrimination is where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic (although it does not cover harassment on the basis of marriage or civil partnership, and, according to guidance from the Government and Acas, pregnancy and maternity).
• Perceptive discrimination is where an individual is directly discriminated against or harassed based on a perception that they have a particular protected characteristic when they do not, in fact, have that protected characteristic (other than marriage and civil partnership, and pregnancy and maternity).
• Victimisation occurs where an individual is subjected to a detriment, such as being denied a training opportunity or a promotion, because the individual made or supported a complaint or raised a grievance under the Equality Act 2010, or because the individual is suspected of doing so. However, an employee is not protected from victimisation if they acted maliciously or made or supported an untrue complaint in bad faith. There is no need for a complainant to compare their treatment with someone who has not made or supported a complaint under the Equality Act 2010. For example, if a blind employee raises a grievance that the employer is not complying with its duty to make reasonable adjustments, and is then systematically excluded from all meetings, such behaviour could amount to victimisation.
• Microaggression refers to brief and “commonplace” daily verbal, behavioural, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward a person based on a protected characteristic of that person. If a person makes any comment that could be linked to a protected characteristic, then the person it’s directed at may feel that they are being treated less favourably, that their dignity is being violated or that they are subjected to a hostile, degrading, humiliating or offensive environment.
• Mosaic takes any form of discrimination seriously. Mosaic also endeavours to approach instances of discrimination with an appropriate level of action. 

 

4.3 If a discriminatory incident occurs, the appropriate route for addressing it will depend on the individual’s role:

 

• Staff should follow the Grievance Policy

• Volunteers, members, their families, and the wider public should follow the Complaints Policy.

• Young members who feel bullied, excluded, or mistreated by other members should report their concerns to the Designated Safeguarding Officer, in line with our Safeguarding Policy

 

These policies are available on our web site and are also explained during induction.

 

5. Recruitment

 

Further details of how staff are recruited can be found in the Recruitment and Selection Policy. Fair and open recruitment processes are also in place for Trustees, mentors, and other volunteers. 

 

6. Training and Development

 

All staff, volunteers, and trustees must develop their skills to improve performance with the support of their line manager. 

 

All front-facing volunteers and staff are required to undertake at least Equality and Diversity in Education training on Flexibee, an e-learning platform commissioned by Mosaic. 

 

No member of staff, volunteer, or trustee can be denied access to development and training opportunities within the remit of Mosaic’s commitment to the training and development of their staff. 

 

7. Monitoring and Evaluation

 

To evaluate the effectiveness of the Diversity, Equity, Inclusion and Belonging Policy, Mosaic will undertake reviews to assess its effectiveness, update it in accordance with changes in the law, and ensure that diversity is prioritised and that equal opportunities exist. If changes are required, the organisation will implement them.
 

Mosaic is aware of our undeserving of specific demographic groups of young LGBT+ persons. By monitoring and collecting data on the communities served by Mosaic’s services for young people, it is possible to understand better understand groups that are not seen in Mosaic’s services.

An understanding of GDPR obligations underpins Mosaic’s monitoring, and Mosaic works to the standards set out in GDPR legislation and guidance, as well as in Mosaic’s Data Protection Policy. 

 

8. Commitments

 

8.1 Mosaic LGBT+ Young Persons’ Trust recognises that different forms of prejudice and discrimination disadvantage individuals within our society and believes that prejudice and discrimination in any form are wrong. 

 

8.2 While the law gives some protection against discrimination on the grounds of race, sex, and disability and, to a more limited extent, sexual orientation and gender identity, we are committed to being a proactive and anti-oppressive organisation and to do so, we:

 

1. Strive for fair treatment for all in our provision of services to young persons and in the employment of staff/volunteers who provide those services;
2. Actively engage all groups to benefit from our services, paying particular attention to the needs of those excluded from and discriminated against in the wider LGBT+ community, including those in need of reasonable adjustments to engage with Mosaic fully;
3. Identify the needs of groups affected by prejudice and seek to further our understanding of their needs to inform service design and partnership work;
4. Collect and monitor records of protected characteristics of young persons attending our services and activities, as well as people applying for volunteer and paid employment with us, to evaluate engagement and reach.
5. Ask all agencies working in partnership with us to demonstrate their own commitment to anti-oppressive practice before they can provide services or activities with us;
6. Make it a requirement on the person specification that all trustees, volunteers and paid staff demonstrate a commitment to this policy and explore this commitment at interview;
7. Offer training around Diversity, Equity, Inclusion and Belonging to all volunteers and staff, an element of which will be included in our volunteers’ induction process;
8. Endeavour to support each other and those attending the services provided by Mosaic LGBT+ Young Persons’ Trust in deepening our awareness of how our experiences of oppression have affected us negatively, including providing appropriate training as part of our induction process;
9. Respond to any allegation of discrimination by a trustee, volunteer, staff member, other provider, young person or visitor in line with our Complaints Policy; and
10. Challenge behaviour that constitutes discrimination, prejudice or stereotyping and invoke grievance and/or disciplinary procedures if appropriate, while regularly reviewing practice against policy to ensure continued relevance.

 

9. Implementation

 

9.1 This policy extends to recruitment, promotion, opportunities for training, pay and benefits/bonuses, leave and other conditions of employment, dealing with grievances and discipline, dismissal and selection for redundancy, as well as direct and indirect service delivery.

 

Roles

 

9.2 Board of Trustees - Mosaic is committed to having a Board of Trustees that can help us serve the community effectively. The Board of Trustees will ensure the provision of training for members, trustees, staff and volunteers as deemed appropriate.

 

9.3 Line Managers – Line Managers at Mosaic are responsible for managing their staff. In doing so, they will recognise differences, value their colleagues' diversity, and manage people so they are supported, respected, and encouraged. Fairness in management and communication is critical so that everyone has an opportunity to succeed.

 

Managers must support people in interacting effectively and positively and, where necessary, provide development opportunities to improve how people work. Managers must also consider their own development in relation to this policy. 

 

9.4 All staff - Mosaic staff and volunteers must adhere to this policy through their attitude and behaviour.  In how staff work and perform, they must recognise people’s differences, value the diversity around them, and communicate and engage with others positively and respectfully.

 

9.5 Everyone must review the way they are behaving and consider the impact they are having on others, and look to take positive steps to improve the way they interact with people within their abilities.

 

In a diverse organisation, there will be differences in perception and the way people work. Suppose someone’s behaviour impacts another in a discriminatory way. In this case, it is right to challenge positively, using respectful language and ‘calling in’ to explain how the person's behaviour affected the other person.

 

Processes

 

‘Calling in’ and ‘Calling out’ as methods for addressing the actions of those who perpetrate discrimination help clarify intention vs. impact and learning potential. It is more likely that the perpetrator will not repeat the action if they understand not only the consequences of their actions but also the impact on the person they discriminated against, and how that may differ from their intention. This is not the case for every instance. However, Mosaic’s staff and volunteers understand that the approach taken when handling discriminatory behaviour is integral to the perpetrator taking responsibility for their actions.

 

Calling in is when a person who has said something inappropriate or discriminatory is taken to a private setting by an observer, manager, or even the person they acted poorly toward, and is given an explanation of the impact of their actions.

Calling in must be done calmly and respectfully to be effective, as someone is likely to become defensive if approached in a manner contrary to this.

 

Calling out occurs when someone who has said something inappropriate or discriminatory is told, in the immediate setting, that their behaviour has made the person questioning it uncomfortable. Again, this can be an observer or the person that the behaviour has impacted. This must be done calmly and respectfully, and must highlight the uncomfortable and damaging nature of the behaviour. This holds the perpetrator accountable for their actions immediately.

 

Anti-oppressive practice is a proactive, reflective, courageous, and informed approach to action that seeks to support, educate, and inspire everyone to be their best selves and to actively advance equity, diversity, inclusion, and belonging through collaboration, solidarity, and the platforming of the voices of those facing oppression. 

9.6. To ensure awareness of this policy, it is included in the induction process for all new staff, volunteers, and trustees. A summary of this policy is also displayed in Mosaic’s office and published on the organisation’s website. All stakeholders are reminded annually of the organisation’s DEIB commitments.

 

10. Harassment and Bullying 

 

Where harassment or bullying takes place, appropriate action will be taken in the following ways;

 

1. Young persons who are victimised or harassed by other young persons are invited to take the matter to a member of staff/volunteer as soon as possible, who will then consult with the young person concerned and invoke the Mosaic LGBT+ Young Persons’ Trust Code of Conduct to take necessary action. 
2. Young persons who are victimised or harassed by members of staff/volunteers/trustees/visitors are invited to make a complaint to a member of staff, volunteer or trustee who will, if necessary, assist that young person in making a formal complaint through the Complaints process
3. Staff/volunteers victimised or harassed by other members of staff/volunteers are invited to follow the Trust’s Grievance Policy.
4. Mosaic LGBT+ Young Persons’ Trust recognises that in each of these scenarios, it may be helpful for an individual to obtain independent advice from within the organisation or from an outside advisory body. 

 

11. Whistleblowing

 

If a staff member, volunteer, member, parent, or wider public member becomes aware of discriminatory or unethical behaviour, particularly if it involves senior leadership or poses a wider risk to the organisation or its beneficiaries, they are encouraged to report it under Mosaic’s Whistleblowing Policy. This ensures they are protected under the Public Interest Disclosure Act 1998 and that the matter is handled with appropriate confidentiality and seriousness.

 

12. Promotion of Principles

 

Mosaic LGBT+ Young Persons’ Trust is committed to the six principles set out in Equality Matters, a guidance document issued by the Big Lottery in 2008. The principles are as follows;

 

1. Promoting accessibility: People should be able to use services with relative ease, without spending too much time or money, and that are sensitive to the different needs of those using them.

 

2. Valuing cultural diversity

People have different needs, beliefs, values and abilities, and these differences need to be respected and promoted. Cultural diversity within an organisation helps:

i.     Build trust and confidence between varied communities;

ii.   Provide a richer mix of ideas and talents to draw from;

iii.  Create more efficient and effective decision-making.

 

3. Promoting participation

The best services are based on a close understanding of the needs they are trying to meet. This means that the people who will be affected by them should be involved in developing the services, because they know their needs best. Traditionally, some groups are more likely than others to be consulted and involved. The challenge for many organisations is to reach out to and involve groups that are often left out, and to help them take a more active role in shaping the organisation's work.

 

4. Promoting equality of opportunity

Some groups in the community find it harder to get jobs, and they may also find it harder to use services or to use those services more easily. We should create a level playing field for everyone, and this may mean treating people differently to ensure they have an equal chance toparticipatet in work or local services.

 

5. Promoting inclusive communities

We want to help build strong communities, in which:

i.     people feel they belong 

ii.   their lives are appreciated and valued

iii.  people have similar life opportunities, and

iv.  strong, positive relationships develop between people of different backgrounds.

 

6. Reducing disadvantage and exclusion

To help those groups most at risk of being disadvantaged or excluded from work and services, there needs to be initiatives that:

i.     deal with the causes of disadvantage and exclusion.

ii.   promote inclusion of the most disadvantaged and excluded.