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Equal Opportunities and Diversity Policy

Statement of intent

The Athena Herd Foundation and the Accredited Practitioner Register (included within “Athena Herd Foundation” hereafter) are committed to the importance of ensuring compliance with the Equalities Act 2010. We recognize that many people in our society experience discrimination or lack of opportunity for reasons which are not fair, which can include: race, religion, creed, colour, national and ethnic origin, political beliefs, gender, sexual orientation, age, disability (including mental illness), HIV status, marital status, responsibility for dependents, appearance, geographical area, social class, income level or criminal record.

The Athena Herd Foundation will challenge discrimination and lack of opportunity in its own policy and practice and will encourage other organisations and individuals to do the same.

The Athena Herd Foundation looks to create a culture that respects and values each others’ differences, considering these differences as an asset to our work as they improve our ability to meet the needs of the organisations and people we serve.

All volunteers, employees, trustees and member organisations must declare their support for the objectives of this Athena Herd Foundation Equal Opportunities and Diversity Policy. Failure to do so may result in an investigation and/or ineligibility for membership.

What is discrimination?

The Athena Herd Foundation believes that discrimination can take one or more of the forms set out below.

Direct discrimination is treating one person less favourably than another in the same or similar circumstances or segregating them from others solely because they are, for example, a lesbian, a gay man or because they have a disability or illness. Refusing to employ someone who has the required skills because they are deaf or because they are pregnant would constitute such discrimination.

Indirect discrimination occurs where there is a requirement or condition which applies equally to everyone but which, in practice, has an adverse impact on a particular group and cannot be justified.  This can include unnecessary physical or age requirements which can discriminate against women or disabled people. The setting of language tests, where language skills or fluency are not really needed for a job, is another example.

Abuse and/or harassment – Discrimination also covers actions which amount to abuse and/or harassment of people or groups of people because for example they are a member of a national, racial or ethnic minority group, a woman, a lesbian, a gay man or have a disability or illness.

Victimisation occurs when a person is treated less favourably or is discriminated against because she/he has pursued or intends to pursue their rights in respect of alleged discrimination.

Institutional racism (Macpherson Report, 1999)

The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen in the processes or attitudes and behaviour, which amount to discrimination, to unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people.

Racist incident (Macpherson Report, 1999)

Any incident which is perceived to be racist by the victim or any other person. If the victim doesn’t want to complain, another person may do so.

Discrimination in any of the forms stated above is unacceptable, regardless of whether there was any intention to discriminate or not.

Service provision

All services, memberships and registrations are covered by this policy.

The Athena Herd Foundation will promote equality and diversity in its work with other agencies or individuals.

The Athena Herd Foundation services will be reviewed regularly and changed where needed.

All trainers, facilitators and consultants contracted to work for the Athena Herd Foundation will be required to support this Equal Opportunities and Diversity Policy.

Recruitment and selection

In the recruitment and selection process Athena Herd Foundation embraces and respects the diversity of individuals, and the conditions of the Equality Act (2010) including the protected characteristics defined therein. 

No applicant, person or group will be treated more or less favourably in employment because of such reasons. All appointments will be monitored by the Advisory Board on behalf of the Register to ensure no discrimination is occurring at the point of selection.



The Athena Herd Foundation will make every effort to ensure that its premises used in relation to its work are accessible and inviting for all members of the community.


The Athena Herd Foundation reserves its right not to purchase goods and services from agencies whose activities are contrary to the principles outlined in this policy.

Policy Promotion

Copies of this Policy will be freely available.


The Athena Herd Foundation recognises that not everyone has access to personal transport or is able to use it and will plan its services and activities with this in mind.

Implementation and monitoring

Monitoring of this Equal Opportunities and Diversity Policy and its implementation is ultimately the Executive Committee and Advisory Board who will work within the guidelines of this Policy. The Executive Committee will look to review this policy annually.

Athena Herd Foundation Executive Committee and Accredited Practitioner Register

The Athena Herd Foundation Executive Committee and Accredited Practitioner Register Advisory Board affirm their commitment to this Equal Opportunities and Diversity Policy.

VersionInitialsDescriptionVersion Date
1JGOriginal DraftDecember 2021
GGUpdated to cover Register and load to websiteMay 2023