Equality, Diversity & Inclusion (EDI) Policy

1. Purpose

Jamma Wellbeing is committed to creating an inclusive, respectful and supportive environment where everyone is treated fairly and with dignity. This Equality, Diversity & Inclusion (EDI) Policy outlines our commitment to promoting equality of opportunity, valuing diversity, and preventing discrimination in all areas of our work.

We believe that inclusive environments improve wellbeing, strengthen relationships, and enable individuals and communities to thrive.

2. Scope

This policy applies to:

  • Employees
  • Volunteers
  • Trustees
  • Associates and subcontractors
  • Service users and participants
  • Partner organisations

It applies across all Jamma Wellbeing activities, including training delivery, consultancy, community engagement, schools, workplaces, prisons, and partnership projects.

3. Our Commitment

Jamma Wellbeing will:

  • Promote equality, diversity, and inclusion in all aspects of its work
  • Treat all people with fairness, dignity and respect
  • Provide an environment free from discrimination, bullying, harassment and victimisation
  • Encourage participation from diverse communities and underrepresented groups
  • Make reasonable adjustments wherever possible to improve accessibility and inclusion
  • Ensure recruitment, engagement and development opportunities are fair and transparent
  • Challenge discriminatory behaviour or language when identified
  • Foster a culture where people feel psychologically safe and able to contribute openly


4. Protected Characteristics

Jamma Wellbeing recognises the protected characteristics outlined in the UK Equality Act 2010, including:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

Discrimination on any of these grounds will not be tolerated.

5. Inclusion in Practice

We aim to embed inclusion by:

  • Using accessible and inclusive language
  • Designing training and services that are culturally sensitive and trauma-informed
  • Listening to feedback from participants, staff and communities
  • Working collaboratively with diverse groups and partners
  • Considering equality impacts when developing projects, resources and policies
  • Promoting positive mental wellbeing for all individuals involved in our work

 

 6. Responsibilities

Leadership and Trustees

Leadership and trustees are responsible for ensuring this policy is implemented and reviewed appropriately.

Staff, Volunteers, and Associates

Everyone representing Jamma Wellbeing is expected to:

  • Behave respectfully and inclusively
  • Support equal opportunities
  • Report concerns relating to discrimination or harassment
  • Contribute positively to an inclusive culture

7. Reporting Concerns

Any concerns relating to discrimination, harassment, bullying or exclusion should be reported to a manager, trustee or designated lead as soon as possible.

All concerns will be treated seriously, sensitively and confidentially where appropriate.

8. Monitoring and Review

This policy will be reviewed annually or sooner if legislation, organisational structure or operational needs change.

Policy Owner: Jamma Wellbeing
Review Frequency: Annual
Version: 2.0
Date: April 2026