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Diversity and Inclusion Statement

As an employer, we are committed to ensuring the representation of people from all backgrounds regardless of their gender identity or expression, sexual orientation, race, religion, ethnicity, age, neurodiversity, disability status, returning parents, carers or any other aspect which makes them unique.

Our statement

Impact is at the heart of everything we do at the Clean Air Fund. We are working for a world where everyone can breathe clean air. We recognise that while air pollution has no boundaries, it’s impact manifests differently for different communities.

In order for our organisation, programmes and projects to be inclusive and equitable, we see the need to build a diverse and inclusive team at all levels of the organisation.

Our aim is for everyone to feel valued and empowered to bring their whole selves to work therefore being able to give their best at work.

Why do we care about Diversity and Inclusion?

It helps to ensure that all workers (employees, consultants, volunteers, board and committee members and including job applicants) are not subject to unfair and unlawful discrimination.

It helps to ensure that we provide a working environment in which all current and potential workers feel comfortable and confident that they will be treated fairly. Irrespective of age, disability, gender reassignment, pregnancy/maternity, marriage or civil partnership, race, religion or belief, sex or sexual orientation (“protected characteristics” as per the Equality Act 2010).

What do we care about?

We recognise that people’s ‘whole selves’ means much more than just the legally protected characteristics. We want to encourage diversity and inclusion for all.

We want to ensure all voices are heard and everyone feels empowered to participate, we want to find out what are the barriers and how can we break them down.

We want to build safe spaces that encourage different perspectives across all areas of the organisation and in all locations.

We commit to:

We will oppose and avoid all forms of 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, and selection for employment, promotion, training or other developmental opportunities.

Creating a working environment which aims to be free of bullying, harassment, victimisation
and discrimination, promoting dignity and respect for all, and where individual differences
and the contributions of all workers are recognised and valued.

  1. Training workers about their rights and responsibilities under the diversity and inclusion statement. Responsibilities include staff conducting themselves in a way which helps the organisation deliver on its commitment to diversity and inclusion as well as prevent bullying, harassment, victimisation and discrimination.
  2. Supporting workers to understand their own privileges (and how to do this) and what that means for them, their development and how they work and engage with others.
  3. Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency and success of Clean Air Fund.
  4. Taking seriously and investigating complaints of bullying, harassment, victimisation and discrimination by fellow workers or 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 may amount to gross misconduct and lead to dismissal without notice.
  5. Making decisions concerning staff on evidence and merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  6. Monitoring the make-up of the workforce regarding information such as age, sex, gender identity, ethnic background, sexual orientation, religion or belief, and disability and encouraging diversity and inclusion.
  7. Reviewing employment practices and procedures when necessary to ensure fairness and updating them and this statement to take account of changes in the law.
  8. Assessing how the Diversity and Inclusion statement, and the Diversity and Inclusion plan, are working in practice, reviewing them, taking action to address any issues. Monitoring the
    statement and plan via 360 feedback, staff surveys and through feedback sought in individual 121’s with all staff and their line managers.