Equality, Diversity and Inclusion (EDI) Policy

Policy Statement Runners Media CIC is committed to creating an inclusive, fair and respectful organisation where everyone is treated with dignity and has equal opportunities to participate, contribute and succeed. As a community interest company working in media, journalism, education and community engagement, we recognise that diversity strengthens our organisation and improves the quality of our work. We value different experiences, perspectives and backgrounds and are committed to eliminating discrimination, advancing equality of opportunity and fostering good relations between people. We will ensure that equality, diversity and inclusion are embedded throughout our governance, employment practices, volunteering, projects, partnerships, media content and community activities.
Purpose
The purpose of this policy is to:
 Promote equality, diversity and inclusion throughout Runners Media CIC.
 Prevent unlawful discrimination, harassment, victimisation and bullying.
 Ensure fair access to employment, volunteering, training and services.
 Create an environment where everyone feels respected, valued and able to contribute.
 Meet our legal responsibilities under UK equality legislation.
Scope
This policy applies to:
 Directors
 Employees
 Freelancers
 Volunteers
 Contractors
 Consultants
 Work experience placements
 Participants in projects
 Beneficiaries
 Community members
 Partner organisations acting on behalf of Runners Media CIC
Legal Framework
This policy is based on the following legislation and guidance, including but not limited to:
 Equality Act 2010
 Human Rights Act 1998
 Employment Rights Act 1996
 Health and Safety at Work etc. Act 1974
 Data Protection Act 2018
 UK General Data Protection Regulation (UK GDPR)
 Public Interest Disclosure Act 1998
 Relevant guidance issued by the Equality and Human Rights Commission (EHRC)
Protected Characteristics
In accordance with the Equality Act 2010, Runners Media CIC will not tolerate
discrimination based on:
 Age
 Disability
 Gender reassignment
 Marriage and civil partnership
 Pregnancy and maternity
 Race (including colour, nationality and ethnic origin)
 Religion or belief
 Sex
 Sexual orientation
We also seek to support individuals who may face disadvantage due to socio-economic
circumstances, caring responsibilities, migration status or other barriers to participation,
where appropriate and lawful.
Our Commitments
Runners Media CIC will:
 Promote equal opportunities in all areas of our work.
 Build an inclusive organisational culture.
 Treat everyone with fairness, dignity and respect.
 Challenge discrimination and prejudice.
 Encourage participation from underrepresented communities.
 Value lived experience alongside professional expertise.
 Make reasonable adjustments for disabled people wherever practicable.
 Ensure our communications are inclusive and accessible.
 Regularly review our policies and practices.
Responsibilities
Directors
The Directors are responsible for:
 Approving and reviewing this policy.
 Promoting equality throughout the organisation.
 Ensuring legal compliance.
 Providing appropriate resources.
 Monitoring implementation.
Managers and Project Leads
Managers are responsible for:
 Applying this policy fairly.
 Ensuring recruitment and selection are equitable.
 Responding appropriately to complaints.
 Supporting inclusive working practices.
 Identifying barriers to participation.
Employees, Volunteers and Freelancers
Everyone working with Runners Media CIC must:
 Treat others with dignity and respect.
 Promote inclusion.
 Challenge inappropriate behaviour.
 Report discrimination or harassment.
 Follow this policy at all times.
Recruitment and Selection
Runners Media CIC is committed to fair recruitment.
We will:
 Advertise opportunities openly where appropriate.
 Include an Equal Opportunities Statement in recruitment materials.
 Use objective selection criteria.
 Recruit on merit.
 Make reasonable adjustments during recruitment.
 Seek to reduce unconscious bias.
 Encourage applications from diverse communities.
Appointments will never be made on the basis of protected characteristics.
Equality in Employment
We are committed to providing:
 Equal pay for equal work where applicable.
 Fair promotion opportunities.
 Access to training and development.
 Flexible working where reasonably possible.
 Safe and respectful working environments.
 Fair performance management.
Volunteers
Volunteers are central to our organisation.
We will ensure volunteers:
 Are treated fairly.
 Receive appropriate induction and support.
 Have equal access to opportunities.
 Are protected from discrimination and harassment.
 Can raise concerns without fear of retaliation.
Inclusive Media and Content
As a media organisation, we recognise our responsibility to represent communities accurately
and respectfully.
We will:
 Reflect diverse voices.
 Avoid stereotypes and discriminatory language.
 Promote balanced reporting.
 Respect cultural diversity.
 Consider accessibility in media production.
 Encourage participation from communities whose voices are often underrepresented.
Accessibility
We aim to make our services accessible by:
 Providing information in alternative formats where reasonably possible.
 Choosing accessible venues.
 Making reasonable adjustments.
 Identifying barriers to participation.
 Improving digital accessibility.
Training
We will provide appropriate equality, diversity and inclusion training to staff and volunteers,
including:
 Equality legislation
 Inclusive communication
 Unconscious bias awareness
 Safeguarding and respectful behaviour
 Accessible working practices
Bullying, Harassment and Discrimination
Runners Media CIC has zero tolerance for:
 Direct discrimination
 Indirect discrimination
 Harassment
 Sexual harassment
 Victimisation
 Bullying
 Hate speech
 Intimidation
Any allegation will be investigated promptly, fairly and confidentially.
Appropriate action may include disciplinary procedures, removal from volunteering,
termination of contracts or referral to external authorities where appropriate.
Complaints
Anyone who believes they have experienced discrimination or harassment may:
 Raise concerns informally where appropriate.
 Submit a formal complaint.
 Speak to a Director.
 Use relevant grievance procedures.
Complaints will be:
 Taken seriously.
 Treated confidentially.
 Investigated fairly.
 Resolved promptly wherever possible.
No individual will suffer victimisation for making a complaint in good faith.
Monitoring
To improve equality, we may monitor anonymous diversity information where lawful and
appropriate.
Monitoring may include:
 Recruitment
 Volunteers
 Training participation
 Project beneficiaries
 Community engagement
 Workforce diversity
Personal information will be processed in accordance with UK GDPR and the Data
Protection Act 2018.
Review
This policy will be reviewed:
 Every two years; or
 Earlier if legislation changes, organisational needs change, or monitoring identifies
improvements.
Related Policies
This policy should be read alongside:
 Safeguarding Policy
 Code of Conduct
 Grievance Policy
 Complaints Policy
 Volunteer Policy
 Health and Safety Policy
 Data Protection and Privacy Policy
 Recruitment Policy
Equality Statement
Runners Media CIC believes that diverse communities create stronger organisations and
better journalism. We are committed to ensuring that everyone—regardless of background or
identity—has the opportunity to participate, contribute and thrive.
Through inclusive media, community engagement and responsible journalism, we seek to
amplify underrepresented voices, challenge inequality and build stronger, more connected
communities.
We expect everyone associated with Runners Media CIC to uphold the principles of fairness,
equality, dignity and mutual respect.
Approved By
Rumana Afroze Rakhi – Director
Runners Media CIC (Reg: 15283707)