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Equality and Diversity Statement

1. Introduction

1.1 The Equality Act (2010) protects people against discrimination on the grounds of protected characteristics, of which there are nine:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

 

Peak Walking Adventures is committed to the protection of all people under the nine characteristics of the Equality Act (2010). 

Peak Walking Adventures actively supports and celebrates the diversity of all people. 

2. Purposes of the Statement

2.1  The Statement’s key purpose is to assign the high-level responsibilities for ensuring all people are protected against discrimination in accordance with The Equality Act (2010).  

2.2 More specifically, the Statement actively supports and celebrates the diversity and inclusion of all people wishing to experience outdoor activities. 

2.3 The Company actively seeks to:

  • Eliminate discrimination, harassment and victimisation
  • Advance equality of opportunity
  • Foster good relations between different parts of the community where it operates

3. Scope

3.1 This Statement will apply to all the Directors/Owners, Support Staff, contractors and clients, and those people they come in contact with. 

4. Definitions

4.1 The Company – Peak Walking Adventures Ltd.

4.2. Directors/Owners – The Company’s two Owners and Directors, Richard Tower and Rachel Bolton

4.3.  Support Staff – Self-employed staff, or volunteers, who support the company’s activities

4.4  Vulnerable individual – an individual shown to be, on some significant level, a risk to themselves or others, if assistance is not provided.

5. Statement of Principles and Procedures

5.1 The Company’s Directors/Owners will ensure that the environment it creates is as inclusive, accessible and welcoming for all people.   This will be achieved by:

  • Actively promoting a Company culture where there is dignity and respect for all, and where people’s diversity is valued.
  • Ensuring the Company culture is free of bullying, harassment, victimisation and unlawful discrimination.
  • Continually upgrading digital, print and presentation materials to promote diversity in outdoor activities, and specifically in the areas where the company works
  • Ensuring verbal and/or visual communication is engaging and considerate to the needs and wishes of a diverse range of audiences
  • Identifying any perceived barriers that might limit access to participation in the Company’s activities, working with individuals or groups to ensure access is as inclusive and welcoming.
  • Providing a range of activities that are graded with clear descriptions so that individuals and groups who are new to outdoor activities are able to easily select activities suitable for their experience, wishes and aspirations. With phone (and online) contact points available so that queries or concerns can be discussed 
  • Providing ‘Accessible’ activities for those people with limited mobility, or require wheelchair or scooter access. If the nature of some activities prevents participation, the Company will seek to offer a reasonable alternative if possible, or signpost other providers who are able to offer appropriate support.
  • Ensuring the Directors/Owners have Level 2 Mental Health First Aid training to provide support and/or signposting for Vulnerable Individuals who may be at risk
  • Ensuring Directors/Owners and Support Staff are welcoming and actively support and celebrate the diversity of all people attending the Company’s activities, assisting additional support or training, where required, to meet the needs of those individuals/groups with specific requirements.
  • Seeking to engage Support Staff from a more diverse range of backgrounds, and supporting people and from diverse groups to engage in the Company’s outdoor activities.
  • Listening to the views of people from diverse and underrepresented groups or organisations, seeking their advice and monitoring changes in best practise, such that the Directors/Owners and Support Staff increase their understanding of people’s needs, wishes and aspirations.

6. Legislative context

6.1 The legislative context for this statement is as follows:  

  • The Equality Act (2010)
  • The Equal Pay Act 1970
  • The Sex Discrimination Act 1975
  • The Race Relations Act 1976
  • The Disability Discrimination Act 1995
  • The Employment Equality (Religion or Belief) Regulations 2003
  • The Employment Equality (Sexual Orientation) Regulations 2003
  • The Employment Equality (Age) Regulations 2006
  • The Equality Act 2006, Part 2
  • The Equality Act (Sexual Orientation) Regulations 2007