Equality
Policy Statement
Regenerate Mentoring is committed to providing equality of opportunity for all children, young people, staff, mentors, volunteers and partners. We actively promote inclusion, diversity and fairness, and we oppose all forms of unlawful discrimination.
This policy applies to all aspects of our work, including mentoring provision, recruitment, training, partnerships and organisational practice.
Legal Framework
Our Equal Opportunities Policy is guided by the following legislation and guidance:
Equality Act 2010
Human Rights Act 1998
Public Sector Equality Duty
Keeping Children Safe in Education 2025 (for safeguarding considerations)
Aims
To ensure that no person is treated less favourably on the grounds of age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, or sexual orientation.
To embed equality and inclusion into all mentoring activities.
To provide a safe, supportive and respectful environment for all.
To challenge discriminatory behaviour and promote respect for difference.
Roles & Responsibilities
DSL: Jonny Doidge
Deputy DSL: Amy Doidge
The Senior Leadership Team is responsible for promoting and monitoring equality across the organisation.
All staff, mentors and volunteers must act in line with this policy and challenge any discriminatory practice.
Implementation
We achieve our aims by:
Ensuring recruitment, training and promotion are based on ability, performance and organisational needs.
Making reasonable adjustments to remove barriers for staff, young people and families with disabilities or additional needs.
Actively monitoring service delivery to ensure fairness and accessibility.
Promoting equality and inclusion in mentoring sessions, activities and resources.
Providing staff with regular training on equality, diversity and inclusion.
Reporting and Addressing Concerns
Discrimination, harassment or victimisation will not be tolerated.
Any incidents should be reported to the DSL, Deputy DSL or a senior manager.
All complaints will be taken seriously and dealt with in line with organisational procedures.
This policy will be reviewed annually to ensure compliance with current legislation and best practices. We will monitor the effectiveness of our approach to equality and make necessary improvements.
Equality monitoring will be embedded into recruitment and service provision.
Data will be used to identify areas for improvement and ensure representation.
This policy will be reviewed annually, or earlier if legislation changes.
Last Reviewed: September 2025
Next Review Date: September 2026