Equality, Diversity & Inclusion

As an Institution, we seek to recognise, value, promote and celebrate diversity. We understand that equality and equity can be different concepts. We accept the moral responsibility to be an inclusive, just community.

Our processes to achieve this

The Board of Trustees and Executive Board are responsible for ensuring that Metanoia Institute implements policies for equality, diversity and inclusion and operates within the legal framework for equality. The Board of Trustees, Executive Board and Academic Board will be informed by the Metanoia Institute Equality, Diversity and Inclusion Committee. This committee has responsibility for reporting, developing policies and processes, receiving and monitoring statistics, and informing the wider community.

The work of the Equality, Diversity and Inclusion Committee:

Metanoia Institute is committed to building an organisational culture and tradition that celebrates diversity, that is fair, open, and inclusive, where differences are celebrated, engagement is apparent, and the contributions of all are valued and respected.

It aims to provide an environment free from discrimination, bullying, harassment and victimisation, where all members of its community are treated with respect and dignity and where there is equality of opportunity for all regardless of their disability, race, ethnic or national origin, religion, gender (including gender identity), sexual orientation, marital status, social class, age, political affiliation, union activity or non-relevant criminal conviction.

Our commitment to equality and diversity means we will set objectives, milestones and targets (via a regularly updated action plan) to achieve the above and ensure that each group at Metanoia is aware of their responsibilities and duties in fulfilling the commitment outlined above:

This commitment is fully supported by Metanoia Institute’s trustees, CEO, and senior executive team, who have given the equality and diversity committee clear direction and leadership, stating that promoting equality is a priority.

To achieve the above and within a context of respecting difference and celebrating diversity, we are committed to:

Protected Characteristics

Age

It is not permissible to treat a person less favourably on grounds of their age.

This applies to people of all ages in the context of employment or in admission to further and higher education.

A person has a disability if they have a physical or mental impairment which has a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.

This extends those who have had a disability in the past. 

It is not permissible to treat a person with a disability less favourably than a person without any disabilities. Reasonable adjustments must be made in order to give people with disabilities as much access to services, employment, training and/or promotion as people with no disabilities.

Gender Identity refers to a person’s conception of oneself in terms of their gender.

Gender reassignment refers to the process of transitioning from one gender to another. By law, someone has the protected characteristic of gender reassignment if they are transitioning, have transitioned, or are proposing to transition.

It is not permissible to treat a person less favourably on the grounds of their gender identity, gender reassignment or transgender status.

Marriage and civil partnerships are formal unions that can be between people of the opposite sex and people of the same sex.

The Equality Act 2010 protects people from discrimination on the grounds of marriage or civil partnership. By law, those who are married or in a civil partnership do not have to be living together to be protected from discrimination under this act.

Pregnancy and maternity is a protected characteristic covered by the Equality Act 2010, meaning it is not permissible to treat people unfavourably because they are pregnant, on maternity leave (or has the right to take maternity leave), and/or experiencing pregnancy-related illness.

In the workplace, a person is protected against discrimination on the grounds of pregnancy and maternity during the period of their pregnancy and any statutory maternity leave to which they are entitled.

The Equality Act 2010 states that it is not permissible to discriminate against people because of their skin colour, nationality, ethnic or national origins – someone’s race is a combination of these things.

The Equality Act 2010 states people must not be unfairly discriminated against on the basis of their religion or beliefs. Religion or belief discrimination law protects anyone with a religion, a religious or philosophical belief, as well as those who do not hold a religion or belief. 

The law does not give a list of religions or beliefs, and in employment contexts a tribunal can decide if someone’s beliefs are protected by the law.

As per the 2025 Supreme Court ruling on the Equality Act 2010, sex legally refers to ‘biological sex’ and uses the terms man and woman.

It is not permissible to unfairly discriminate against someone on the basis of their sex. Sex discrimination includes direct and indirect discrimination, harassment and victimisation, which can happen to both men and women.

Sexual Orientation refers to whether a person’s sexual attraction is towards their own sex, the opposite sex or to both sexes. It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because they are homosexual, heterosexual or bisexual.

People with other sexual orientations might still be protected by discrimination law. This could be if they experience less favourable treatment because of their sexual orientation.

Whilst not part of the protected Characteristics, as defined by the Equality and Human Rights Commission, Metanoia Institute adds the following characteristics to its policy – Class, Trade Union Activity and non-relevant criminal activity.