Policy statement
NCBI Training exists to help people turn difference into strength. Equality and inclusion are not only something we teach; they are how we expect to work, every day, with each other and with everyone we serve.
We are committed to creating environments where everyone is treated with dignity and respect, where people can speak and be heard, and where no one is disadvantaged because of who they are.
Who this policy applies to
This policy applies to Board members, staff, facilitators, associate trainers, volunteers and contractors. It covers how we recruit and treat our people, how we design and deliver our training, and how we work with clients, partners, suppliers and members of the public.
Legal framework and our wider commitment
We comply in full with the Equality Act 2010, which protects people from discrimination because of nine protected characteristics:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race, including colour, nationality and ethnic or national origin
- Religion or belief, including lack of belief
- Sex
- Sexual orientation
Our commitment goes further than the law requires. In line with our approach to training, we also aim to treat fairly anyone who may be disadvantaged because of their income, wealth or social class, caring responsibilities, learning ability, mental health, accent, language, lifestyle or background.
Our commitments
As an employer
- Recruit, train, pay and promote people on merit, using fair and transparent processes.
- Advertise roles widely so that people from under-represented groups can apply.
- Make reasonable adjustments for disabled applicants and colleagues.
- Support flexible working where the role allows it.
- Give everyone who works for us equality and inclusion training at induction and on a regular basis.
In our training and events
- Design programmes that reflect a wide range of identities, experiences and perspectives.
- Agree group guidelines at the start of every session so that everyone can take part safely and respectfully.
- Choose facilitators and examples that reflect the diversity of the people we work with.
- Keep community workshop prices accessible, and offer [concessions or funded places] where we can.
Accessibility and reasonable adjustments
- Ask every participant in advance whether they need any adjustments to take part fully, such as step-free access, captions, large-print materials, breaks or a quiet space.
- Choose accessible venues for in-person sessions and accessible platforms for online ones.
- Keep our website and materials as accessible as possible, and provide information in alternative formats on request.
With partners and suppliers
- Expect partners, venues and suppliers to share our commitment to equality.
- Raise concerns with, and if necessary stop working with, any partner whose conduct conflicts with this policy.
Unacceptable behaviour
We will not tolerate any of the following, by anyone covered by this policy or by anyone taking part in our work:
| Behaviour | What it means |
|---|---|
| Direct discrimination | Treating someone less favourably because of a protected characteristic |
| Indirect discrimination | Applying a rule or practice that puts people with a protected characteristic at a disadvantage, without good reason |
| Harassment | Unwanted conduct that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment |
| Sexual harassment | Unwanted conduct of a sexual nature. We take reasonable steps to prevent it, as the law requires |
| Victimisation | Treating someone badly because they have made, or supported, a complaint of discrimination |
| Bullying | Offensive, intimidating or insulting behaviour, or misuse of power, that undermines or humiliates someone |
Our workshops often explore difficult and personal subjects. Honest disagreement, explored respectfully within the group agreements, is welcome. Behaviour that targets or demeans a person is not.
Responsibilities
- The Board owns this policy, makes sure it is put into practice and reviews it each year.
- Director leads day-to-day delivery of this policy and handles complaints.
- Everyone who works with us is responsible for treating others with respect and for challenging or reporting behaviour that breaches this policy.
Raising a concern or complaint
If you experience or witness behaviour that goes against this policy, please tell us. You can:
- Speak to the facilitator or your manager, if you feel able to.
- Contact Royston John, Director at info@ncbi.org.uk or +44 7811 374074
- If your concern is about that person, contact the Chair of the Board at [email].
We will acknowledge your concern within [5] working days, look into it fairly and confidentially, and tell you what we have done. Nobody will be treated less favourably for raising a concern in good faith. Staff may also use our grievance procedure.
Monitoring and review
- We collect anonymous equality information from applicants, staff and participants, where people choose to share it, to check that our work reaches and serves a diverse range of people.
- We use participant feedback to improve how inclusive and accessible our sessions are.
- The Board reviews this policy every year and reports on progress against these commitments.
This policy was approved by the Board of NCBI Training on 12 Oct 2026 and will be reviewed by 12 Oct 2027.
Signed: Royston John