Equal Opportunities and Diversity Policy

Door 84 Equal Opportunities and Diversity Policy

Door 84 recognises that people with different backgrounds, skills, attitudes and experiences contribute new ideas and perspectives.

We seek to value and harness these differences and to make our services relevant and accessible for everyone. We aim to draw upon the widest possible range of views and experiences in order to meet the needs of both young people, the community and service providers.
We are committed to providing an environment free of stereotyped or oppressive beliefs, attitudes and practices. We are striving to promote diversity and respond to the needs of all individuals in a fair and equitable manner.
Door 84 is resolutely opposed to discrimination and its effects. We are working to eradicate discriminatory policies and practices from our service. We aim for the Door 84 to act equitably and justly.
We will comply fully with the legal framework governing equalities issues, including the Sex Discrimination Act, the Race Relations Act (and amendments), the Disability Discrimination Act and all associated legislation and directives.
Youth and Community Workers are to be mindful when implementing our Equal Opportunities and Diversity Policy, that people who experience discrimination do not all share the same needs and interests.

As part of our commitment to equal opportunities we support and encourage those who experience discrimination meeting together in self-organised groups. We recognise and acknowledge the major role of those who experience discrimination in motivating the whole service to actively support equal opportunities.

To achieve this policy, staff should be knowledge, skilful and have open-minded attitudes to be able to:

  1. Identify and challenge oppressive practices.
    2. Recognise our own power and how our own behaviour contributes to oppression, particularly in terms of language and communication.
    3. Devise practical methods to ensure equality of access by making our services more relevant and appropriate to the needs of all young people.
    4. Identify and use practical methods to change oppressive behaviour through the celebration and valuing of cultural diversity.
    5. Provide support to groups and individuals experiencing oppression.
    6. Review and evaluate the effect of our interventions in terms of extending young people’s understanding and awareness of oppression, discrimination and inequality.
    7. Challenge views that may seem discriminative – each individual is constantly learning and discussion through different views and opinions can be key to the learning process of equality and diversity.

Putting Policy into Practice

  1. Planning
  • New projects or changes to existing sessions and projects are developed to take account of equality and diversity.
  • We will consult with a wide range of participants and potential users at all stages.
  • Door 84 will be accessible, friendly and safe for all users and potential users.
  • Sessions and projects are designed in a sensitive and appropriate manner to meet the diverse needs of potential or service users.


  1. Delivery
  • Services are easy to contact and approach through publicity, buildings and staff.
  • Users and potential users will be consulted during the preparation of publicity materials. The materials will be widely available and targeted appropriately where necessary.
  • All publicity materials will take full account of race, religion, language, culture, gender, sexuality, and disability.
  • The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society; It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different.
  • This Act covers old legislation which includes
    – Sex Discrimination Act 1975
    – Race Relations Act 1976
    – Disability Discrimination Act 1995
    Opening times, services and activity plans are clearly accessible to all users and appropriately displayed. We will continually consult to ask for ideas of how to continue to share information and make it accessible to all and act upon these
  1. Recruitment and Selection.
  • Staff are recruited in line with the Equal Opportunities procedures and taken into account of the specific needs of users and potential users.
  • All posts have a relevant and up to date job description and personal specification that include equality issues.
  • The information given to applicants on the organisation and project includes material on equal opportunities.
  • Applicants who meet the essential elements of the personal specification and who are known to have a disability are given an interview.
  • All arrangements for interviews, including date and venue, take into consideration to any specific needs of applicant relating to race, disability, culture, religion, sexuality, or language.
  • All processes of recruitment and selection test the applicant’s commitment to aid understanding of equal opportunities and diversity.
  • The process includes opportunities for service users to be involved.


  1. Induction and Support.
  • Participants, staff and volunteers will receive appropriate induction and support to ensure that services comply fully with equal opportunities best practice.
  • Induction procedures include the explanation of the service’s approach to anti-oppressive practice.
  • Equality issues are discussed regularly at all levels of the service including team meetings, service development group and staff training.
  • Disabled staff and volunteers are provided with adequate resources necessary to enable them to contribute fully to service delivery.


  1. Staff Development and Training.
  • Staff and volunteers will attend courses as seen were appropriate and the Induction to Play and Youth Work will discuss equality and diversity
  • The service will maintain a record of all equalities training attended.
  • The service will offer training on new or updated legislation regarding equal opportunities as appropriate.


  1. Information and Communication.
  • Images in publicity reflect a diverse range of people who use the services at Door 84
  • Relevant information about equalities issues is available and brought to the attention of all service users.
  • Information in alternative forms and languages can be requested. Door 84 would contact for support in providing this through the City of York Council.


  1. Management, Marketing and Reporting.
  • The service has clear procedures for dealing with discriminatory behaviour and practice including harassment.
  • The service monitors its users to ensure that it is accessible to everyone within its target community


We are committed to reviewing our policy and good practice annually and will amend more frequently should legislation or reflective practice highlight the need for amendments.


Staff and Trustee Lead Signatures;


Staff Lead;

Name: __________________________________


Position: __________________________________


Date: __________________________________


Trustee Lead;


Name: __________________________________


Position: __________________________________


Date: __________________________________