Equity, Diversity, and Inclusion Statement

Introduction

The Forces Employment Charity is committed to ensuring equality, fairness and respect for all. In line with the Equality Act 2010, we uphold protections for individuals with protected characteristics and address discrimination wherever it arises.

We value the diversity of our workforce, clients and communities, recognising the unique perspectives and experiences that strengthen our organisation.

Statement of Intent

We acknowledge that some groups have historically experienced discrimination and commit to eliminating unlawful discrimination, advancing equality of opportunity and fostering good relations, in line with the Public Sector Equality Duty (PSED).

We further commit to the Fair Chance Principles, ensuring that people with criminal records are treated fairly, assessed on their skills and potential, and not excluded unnecessarily from employment or services. Fair Chance frameworks help employers recruit safely and inclusively by applying proportionate, legally compliant, evidence‑based processes.

Our Aim

We aim to build a sustainable, inclusive and equitable community across our organisation and services. This includes ensuring equitable treatment for all individuals, including those with convictions, and advancing inclusive practices aligned with Fair Chance employer standards. The Fair Chance Business Alliance highlights that supporting people with criminal records unlocks significant untapped talent and creates social value, principles we embed in our approach.

How We Deliver Our Commitment

We recognise the value that diversity brings and ensure our services reflect the varied needs of our communities. We work to remove discrimination and bias in all processes, including recruitment, service delivery and decision‑making, consistent with UK Government and EHRC guidance.

Aligned with Fair Chance principles, we:

• Treat applicants with criminal records fairly, avoiding unjustified exclusion.
• Request only information we are legally entitled to and use proportionate, role‑appropriate assessment.
• Conduct open and measured discussions about past convictions when relevant, rather than making assumptions or automatic rejections.
• Promote equality of opportunity by ensuring all candidates are assessed on skills, qualifications and experience.
• Recognise that inclusive recruitment for people with convictions reduces reoffending and strengthens workforce participation across society.

Equity guides our decisions: we allocate appropriate support to meet individual needs and remove barriers that prevent fair access to opportunities.

Objectives

We will work with community and voluntary sector partners to support equitable access to employment and services, including for people with criminal records. Our objectives include:

• Building on good practice in equality and fair‑chance hiring.
• Ensuring services and information are accessible to all.
• Removing barriers that prevent individuals—especially those with protected characteristics or a criminal record—from accessing our services.
• Ensuring partner organisations uphold our EDI and Fair Chance commitments.
• Creating environments where all individuals can participate free from discrimination, stigma or prejudice.

Responsibilities

The Forces Employment Charity is an equal opportunities and Fair Chance employer. Managers and staff are responsible for ensuring that policies and practices comply with the Equality Act 2010 and promote inclusive recruitment and service delivery.

Managers are expected to:

• Lead by example in mainstreaming equity, diversity, inclusion and fair‑chance practices.
• Discuss EDI and Fair Chance considerations with their teams.
• Ensure staff receive appropriate training on equality duties and fair‑chance recruitment.
• Provide clear guidance and maintain evidence‑based decision‑making.

Implementation and Evaluation

We monitor our workforce and service outcomes through optional equality and fair‑chance monitoring, in line with guidance from the Equality and Human Rights Commission.

Monitoring helps us assess whether our services and recruitment practices are equitable for individuals across protected characteristics and for those with criminal records. Evidence consistently shows that inclusive hiring improves outcomes and reduces reoffending, supporting stronger, safer communities.

Feedback from staff, clients and community partners informs our continuous improvement.

Where gaps in policy or practice are identified, we take corrective action.

Head of Compliance

13 April 2026