We will maintain and nurture a environment around our services, which:

• Enables all people to give of their best
• Is free from bullying and harassment or discrimination, especially if it is based on any of the protected characteristics
• Makes decisions based on merit
• Make reasonable adjustments for disabled people, including how a role is structured, the removal of physical barriers and/or providing extra support.
• Accommodates identified needs. For example when there are changes to working spaces, or new working spaces opened, we will assess the impact on equality.

• Everyone at Share Bristol is responsible for conducting themselves in accordance with this policy and ensuring it is carried out properly.
• All volunteers should strive to eliminate any harassment, bullying or intimidation that they are aware of by informing a director of suspected cases of harassment, bullying or intimidation. 
• Service users and third parties should inform Share Bristol of suspected cases of harassment, bullying or intimidation in person or via hello@sharebristol.org.uk 
• Share Bristol directors are responsible for ensuring that any discriminatory behaviour is dealt with swiftly and firmly. 

When recruiting our directors and volunteers, we will ensure:

• Our vacancy advertisements avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular gender, sexual orientation, age, religion or racial group, or which would exclude disabled applicants (except in cases where health and safety requirements apply).
• Our vacancy advertisements are non-discriminatory and aim to attract applications from suitably skilled and experienced people from all sections of the community, by advertising through channels selected to target a full spectrum of potential applicants. 
• All applicants are assessed according to their skills, experience and suitability to carry out the role.

Whilst supporting our directors and volunteers we will ensure:

• Equal consideration is given to all volunteers for task assignment, payment of agreed out of pocket expenses, training and development.
• All our people participate in training and development opportunities supporting equality, diversity and inclusion.

To ensure that this policy helps build and maintain an organisation that is for everyone, we will:

• Monitor the effective implementation of this policy and associated best practice
• Regularly review this policy to ensure it remains up to date with external advice and is effective
• Regularly review our working practices to see if we can make improvements