Equality, Diversity and Inclusivity Policy
Version: 1.1 (Updated November 2025)
Applies to: Strive
1. Introduction
Strive is committed to promoting equality, diversity, and inclusion in every aspect of our work. We aim to create an environment where clients, counsellors, volunteers, contractors, and any future employees are treated with dignity and respect, free from discrimination, harassment, or victimisation. We recognise the therapeutic value of diversity and hold a firm commitment to anti oppressive practice.
2. Legal Framework
This policy is underpinned by the Equality Act 2010, which protects individuals from discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Strive extends this commitment to all aspects of identity and lived experience that may affect a person’s wellbeing or access to support.
3. Scope
This policy applies to all aspects of Strive’s operations, including recruitment, volunteer placement, supervision, client services, client allocation or reallocation, internal processes, and external partnerships.
4. Principles
Equality of opportunity will be promoted and actively supported.
Discrimination, harassment, and victimisation will not be tolerated.
Inclusion and respect for diversity will underpin all practice and decision making.
Reasonable adjustments will be made to ensure accessibility for clients and counsellors.
Strive will not unfairly discriminate against applicants or counsellors with previous convictions or ongoing investigations; decisions will be made through fair risk assessment and relevance to the role.
Clients will not experience discrimination in access to counselling, in the quality of support, or in any aspect of their therapeutic journey.
Client preferences and therapeutic matching
Strive recognises that some clients may feel safer or more understood when working with a counsellor who shares particular characteristics or lived experiences. Clients may express such preferences during initial assessment.
Strive will consider these preferences sensitively and ethically, balancing the client’s stated needs with counsellor proficiency and competence, ethical and safeguarding responsibilities, availability of appropriate counsellors, and the client’s therapeutic goals.
Where a client preference is clinically appropriate, safe, and aligned with best practice, Strive will aim to honour it. Where it cannot be met, this will be communicated transparently and an alternative safe therapeutic match will be offered. Client preferences will never be used to justify discriminatory actions or behaviour.
Allocation and reallocation
All client allocation and reallocation decisions will be based on clinical need, counsellor competence and scope of practice, availability, safeguarding considerations, requests for adjustments, and client preferences where appropriate. Strive will never allocate or reallocate clients based on discriminatory reasoning.
5. Responsibilities
Proprietor and Director: Overall responsibility for ensuring compliance with equality legislation and for promoting an inclusive, anti oppressive culture.
Supervisors and Coordinators: Responsible for applying equality principles in supervision, placement oversight, and client allocation.
Counsellors, Volunteers, and Contractors: Expected to uphold this policy, challenge discrimination, promote inclusive practice, and work within ethically and culturally sensitive frameworks.
6. Implementation
Recruitment and selection processes will be fair, transparent, and based on merit.
Training, supervision, and developmental opportunities will be accessible and equitable.
Client allocation will be made on therapeutic need, safety, and suitability, not on discriminatory factors.
Reasonable adjustments will be provided for clients and counsellors with additional needs.
Anti discriminatory practice will be embedded in all operational procedures.
7. Complaints and Breaches
Concerns or complaints relating to discrimination, inequality, or breaches of this policy can be raised under the Complaints Policy or Disciplinary Policy as appropriate. Serious breaches may result in disciplinary action or termination of placement or contract.
8. Review
This policy will be reviewed annually, or sooner if required by legislative, organisational, or ethical developments.