The Charity Commission’s vision and strategy for equality and diversity
The Charity Commission is committed to being a fair employer and a fair regulator. We want a workplace where everybody has equality of opportunity and we want equality of treatment for those we regulate or otherwise come into contact with.
Promoting equality and diversity is an essential part our effectiveness as a regulator given the diverse nature of charities that we regulate and range of people they support and come in contact with.
Our diversity vision is that we should ‘act inclusively, upholding equality law, treating everyone fairly and seeking to provide a culture which delivers the best outcomes for the diverse society in which and for whom we work’.
was published in 2012 and aims to promote equality and diversity, ensuring that delivery of our objectives and the demonstration of expected behaviours is the responsibility of everyone.
The vision and strategy are currently being reviewed, alongside development of the Commission’s new 2018-2023 Strategic Plan.
The Equality Act
The Equality Act 2010 protects people from discrimination in the workplace and in wider society. The following characteristics are protected:
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation
The Equality Duty
The Public sector equality duty came into force on 5 April 2011. It means that public bodies have to consider all individuals when carrying out their day-to-day work – in shaping policy, delivering services and in relation to their own employees.
It also requires that public bodies have due regard for the need to:
- eliminate discrimination
- advance equality of opportunity
- foster good relations between different people when carrying out their activities
The Charity Commission’s equality objectives
The equality objectives under our current strategy are to:
- promote equality in employment
- promote equality in regulation
As a public body, we publish information about our activities in relation to these objectives and how we’re meeting them. We also publish information in our yearly annual reports, our Tackling Abuse and Mismanagement compliance report and on our website, including:
- our workforce diversity - employees who share protected characteristics (to show how we are meeting the requirements of the Equality Duty)
- the impact that Charity Commission policies and practices have on people who share protected characteristics, for example our employees and the stakeholders we work with
- regularly published data about the makeup of charities subject to different regulatory outcomes so we can monitor and track themes and act on any concerns
- ensured that inclusion and fair treatment was one of our themed staff engagement areas in response to our 2017 staff survey
- replaced our Diversity Steering Group in 2017 with a wider Diversity Equality and Values Steering Group. It is chaired by a Board Member, with the Directors’ Group Diversity Champion, HR, Disability Forum and other staff representatives across the teams and offices
The review of our strategy in 2018 will include a review/refresh of our equality objectives and development of a new equality implementation plan.
Employee equality information
We have published our gender pay gap data and our 2017 annual report contains some staff equality data.
Further information about our workforce will be published soon.