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EDI Policy

Strive Higher is committed to promoting equity, diversity and inclusion among our people, our clients and others we meet in the course of our work. 

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Our policy’s purpose is to: 

  • Provide equity, fairness and respect for all in our employment, whether temporary, part-time or full-time and anyone we come into contact with in the course of our work 

  • 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 

    • Sexual orientation 

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Our Commitment to our clients and others we work with: 

At Strive Higher, we are committed to fostering an inclusive environment that values diversity and promotes equality in all our interactions. Our EDI policy ensures that we work collaboratively and respectfully with all clients, regardless of their background, identity, or circumstances. 

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  1. Respect and Dignity: We treat all clients with respect and dignity, ensuring that everyone feels valued and heard. 

  2. Inclusive Communication: We strive to communicate in a way that is accessible and inclusive. This includes using clear language and providing materials in various formats as needed. 

  3. Cultural Sensitivity: We recognise and respect the diverse cultures and backgrounds of our clients. Our team is trained to understand and appreciate these differences in all interactions. 

  4. Tailored Solutions: We are committed to understanding the unique needs of each client and tailoring our services accordingly, ensuring that our approach is relevant and effective. 

  5. Feedback and Improvement: We invite feedback from our clients to improve our services and EDI practices. Your insights are invaluable in helping us create a more inclusive environment. 

  6. Diverse Team Representation: Our team reflects a diverse range of backgrounds and experiences, allowing us to bring varied perspectives to our client relationships. 

  7. Continuous Learning: We are dedicated to ongoing learning and improvement in our EDI practices. We regularly review our policies and procedures to ensure they meet the evolving needs of our clients and communities. 

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By embracing these principles, Strive Higher aims to create a positive and inclusive experience for all our clients, ensuring that everyone can participate fully and benefit from our services. 

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Our commitment to our people 

  • The aim is for our people to be truly representative of all sections of society and our clients, and for each employee or associate to feel respected and able to give their best. 

  • Strive Higher’s leadership team is committed to leading inclusively by actively and intentionally making ongoing efforts to promote meaningful and authentic participation of, and investment in, every employee. 

  • Oppose and avoid all forms of unlawful discrimination. This includes in: 

    • Pay and benefits 

    • Terms and conditions of employment 

    • Dealing with grievances and discipline 

    • Dismissal 

    • Redundancy 

    • Leave for parents 

    • Requests for flexible working 

    • Selection for employment, promotion, training or other development opportunities 

 

Strive Higher commits to: 

  1. Consciously encourage equity, diversity and inclusion in the workplace as they are good practice and make business sense 

  2. Ensure every employee feels empowered and understands their responsibility to influence and impact Strive Higher’s culture, always proactively moving towards a more equitable and inclusive workplace 

  3. Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all people are recognised and valued. 

  4. Training all employees about their rights and responsibilities under the equity, diversity and inclusion policy. 

  5. Ensuring all employees understand they, as well as Strive Higher, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, clients, suppliers and the public 

  6. Take seriously and act on complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, the public and any others in the course of the organisation’s work activities. 

  7. Make opportunities for training, development and progress available to all employees, 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. 

  8. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

  9. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law. 

  10. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equity, diversity and inclusion, and in meeting the aims and commitments set out in the equity, diversity and inclusion policy. Monitoring will also include assessing how the equity, 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. 

 

In addition, Strive Higher will: 

  • Explore ways to improve the accessibility of the printed and online information produce by Strive Higher, not only for our people but also for our clients (see style guide for more information) 

  • Always consider the perspectives of employees and clients from diverse and under-represented groups, and how their interactions with Strive Higher could be enhanced 

  • Being open to considering the possibilities for flexible working to ensure our people are able to give their best at home and at work 

 

Our disciplinary and grievance procedures 

Strive Higher will take seriously and act on complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, associates, clients, suppliers, the public 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. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and 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. 

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Details of Strive Higher’s grievance and disciplinary policies and procedures can be found on the Strive Higher Hub. This includes with whom an employee should raise a grievance. 

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Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination. 

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Statement Date: October 2024 

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