Equality and Diversity Policy


To be reviewed: January 2022

This policy sets out the steps Media Cubs has taken to ensure that all members of the team – from staff to freelancers, sessional workers and volunteers – comply with the Equality Act and observe our commitment to equality and diversity.

Media Cubs is committed to promoting equality and diversity in all its activities to promote inclusive processes, practices and culture.

We will strive to work to eliminate any unlawful or unfair discrimination including direct or indirect discrimination, discrimination by association, discrimination linked to a perceived characteristic, harassment and victimisation.

We will remain proactive in taking steps to ensure inclusion and engagement for all the people who work for and with us.

We will continue to strive towards a culture that is diverse and inclusive that recognises and develops the potential of all staff and service users.

We recognise the business benefits and opportunities of having a diverse community of staff who value one another and realising the contribution they can make to achieving Media Cubs’ mission of making sure all people, from all backgrounds, are given the skills, comfidence and platforms to make sure their views are heard and represented.

This includes promoting equality and diversity for all, irrespective of:

age *

disability *

ethnicity (including race, colour and nationality) *

gender *

gender reassignment *

religion or belief *

sexual orientation *

marriage and civil partnership *

pregnancy and maternity *

refugees and asylum seekers,

people with diverse communication needs


-*Under the Equality Act (2010) these are known as “protected characteristics”.

This applies to all staff, service users, trustees, sessional workers, freelancers, volunteers and those with whom we work in partnership.

Provision of Services

Every beneficiary of Media Cubs will be treated in a professional manner, with courtesy and respect.

Users of our services and those who take part in our activities will be informed that Media Cubs is committed to an Equality and Diversity Policy so that:

  • They will know a policy exists and a copy is available so as to guide all members of the organisation and others to share the commitment and code of practice of Equality and Diversity.
  • All who come into contact with Media Cubs will know the standards that we are trying to achieve and have the opportunity to assist us in trying to achieve them.
  • They will know they have the right to complain, if they feel these standards are not being adhered to or are dissatisfied with the service provided to them.

Media Cubs will make sure that its services meet the needs of its diverse communities by involving communities in identifying their needs and by seeking to meet these needs. Media Cubs will develop services to make sure there is maximum take up by all communities and particularly those groups facing disadvantage and discrimination.

It will do this by:

  • Providing information in plain English and use methods other than written documents to present information as appropriate, working with partner organisations with specialist expertise to achieve this and to cascade information
  • Accessing interpretation, translation and sign language services on request as appropriate


Media Cubs will not unlawfully discriminate against or harass other people including current and former employees, job applicants, volunteers, service users, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

(a) Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.

(b) Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified.

  1. c) Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.

(d) Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

(e) Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Recruitment and Selection

Media Cubs will ensure that recruitment practices fulfill the requirement of the equality and diversity policy. This applies to both paid staff, sessional workers and volunteer roles.

Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. All posts will have a job description and person specification, which will contain essential and desirable skills, qualifications, and experience. Person specifications will only contain details that are required. All recruitment adverts will carry the statement “Media Cubs promotes Equality and Diversity. A copy of our Equality and Diversity Policy will be available on request”. Job applicants should not be asked questions that might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

Shortlisting should be done by more than one person if possible. The format for interview will be agreed before it takes place and will remain constant for all interviews for the position. Every effort will be made to make provision for staff and volunteers with a disability through reasonable adaptations.

Posts that are deemed suitable will be advertised as available for job share. Job shares may also be available to staff in suitable posts on request, and providing that a suitable job sharer may be recruited.

All staff and trustees involved in recruitment and selection will be aware of this policy and adhere to it at all times. All applicants for posts will be treated strictly on merit, against objective criteria that avoid discrimination. As an exception, posts targeted at specific groups of people will be exempted, as allowed by legislation. All application forms will include an optional and detachable section for equality and diversity monitoring, which will not be used as part of the selection process.

An appointed person will be responsible for vetting, in confidence, applicants for sensitive posts; this may include Disclosure and Barring Service (DBS) checks. Reasons for the decision to appoint, or not, will be noted and kept for at least six months.

Training and Development

The Board of Trustees, staff, sessional workers and volunteers need to recognise and fulfill their personal role in making Media Cubs a genuinely inviting and inclusive organisation.

Media Cubs will ensure that all staff, sessional workers and volunteers know about the Equality and Diversity policy and their responsibilities within it, by including it within Induction Training, and ensuring it has a high profile within our internal communications and practices.

Additional role-specific training will be undertaken to ensure understanding of and commitment to Equality & Diversity policies and procedures as appropriate.