Our Equal Opportunities Policy

Version 4 : 4.9.17

Policy statement

Embracing diversity of the community is an essential part of the work of Shared Future CIC (SFCIC). We have a positive commitment to treating everyone fairly and with respect as a unique individual irrespective of race, disability, age, gender, marital status, sexual orientation and religion. SFCIC’s governing document encapsulates our values in relation to promoting equal opportunities.

Our policy operates in accordance with the Equality Act 2010 and related legislation. Its effectiveness is reviewed regularly and at least annually, and any action taken as necessary.

Scope of policy

This policy is available to all our stakeholders with the following particular provisions:

Directors and Associates

All directors have been involved in developing the policy and are aware of and comply with its contents. Associates are made aware of the policy and are asked to confirm their willingness to abide by its content as part of their Associate agreement.


SFCIC frequently works with disadvantaged and underrepresented groups, and uses this opportunity to gain feedback on our practice in relation to inclusivity, amending existing policies where appropriate.


External providers of services to SFCIC are made aware of the policy.

We are committed to:

  • promoting equality of opportunity for all individuals
  • treating everyone accessing our services with fairness, respect and dignity
  • promoting a good and harmonious working environment in which all individuals are treated with respect
  • preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • fulfilling all our legal obligations under the equality legislation and associated codes of practice
  • complying with our own Equal Opportunities policy and associated policies
  • taking lawful affirmative or positive action, where appropriate

Working practices


Responsibility for Equal Opportunities for SFCIC as a whole is shared equally amongst directors. Responsibility within individual projects is assigned at the start of each project and will usually be the lead person for that project.

Promotion of the policy

The policy is promoted to all stakeholders of the organisation and is available on our website.

We incorporate the principles of Equal Opportunities into our general communications, advertising, bulletins and company literature.

General communications

Partnership working

At the start of any working relationship with partner organisations, or when we collaborate in ways such as to hire or exchange facilities, deliver services, choose premises, disseminate information and so forth, we discuss how this can happen in an accessible and non-discriminatory way. This usually includes a review of any potential issues, internal communications, and external promotion.

Positive discrimination

If we identify particular groups that we feel are underrepresented within specific projects, then where appropriate and lawful we will take steps to actively include those groups.

Monitoring and review

We carry out evaluations of all projects both during and after completion. This enables us to assess our impact and identify development needs across a range of issues, including the type of audience we reach. As much of our work is provided to organisations rather than individuals, we work with our clients and, where appropriate, the users of our services, to understand the particular needs and requirements of the communities in which we are asked to work.

Any areas for improvement identified in the field of Equal Opportunities are noted and fed back to the board as part of our regular review process, after which actions will be taken to address said issues.

We also subscribe to the Equality and Human Rights newsletter to ensure we keep abreast of any changes in legislation that could affect our policy and working practices.

Compliments, concerns and complaints

Any of the above can be forwarded via the contact details provided on our website. Within individual projects, stakeholders can refer the above to the lead person on the project. They are also given an alternative contact point in case of any issue with the lead person.

Any person who believes that they have suffered any form of discrimination, harassment, or victimisation is entitled to raise the matter formally through our Complaints Procedure. All complaints of discrimination will be dealt with seriously, promptly and confidentially in line with that procedure.