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Trauma Informed Schools CIC: Equality and Diversity Policy


Trauma Informed Schools UK (TISUK) recognises and values diversity and difference and is actively working to ensure that its work is non-discriminatory in nature.

What is Discrimination?

Discrimination in employment and training happens as a result of prejudice, misconception and stereotyping which in turn hinders the proper consideration of an individual’s talents, skills, abilities, potential and experience. It can be direct or indirect, intentional or not intentional. What is most important is that certain forms of discrimination are not just unfair - they are illegal!

The following are terms which may be used when discussing matters of equal opportunities:

Direct Discrimination

Direct discrimination takes place when a person is treated less favourably than others (in the same circumstances) on the grounds of their race, sex, disability etc. For example, a job advertisement which states that “Only those who have English as their first language may apply”.

Indirect Discrimination

Indirect discrimination means applying a condition, or requirement, which adversely affects one particular group more than another, and cannot be justified in terms of the requirements for performing a job. For example, a line manager who only offers overtime to full time members of staff (the group being directly discriminated against will be part timers but where female part timers form the majority of the part time group they would be eligible to claim indirect discrimination on the grounds of gender).

TISUK recognises that it exists in a community rich in diversity and difference and that direct and indirect discrimination against these differences exists in society and adversely affects individuals and groups. TISUK therefore accepts an obligation to ensure that its own services do not exclude or discriminate against individuals or groups on criteria other than suitability.




  • is committed to pursue a positive strategy that goes beyond an undertaking not to discriminate or oppress.
  • recognises its sphere of influence and seeks to offer positive contribution to the fulfillment of human potential.
  • is opposed to any display of prejudice, either by word or conduct, by any of its representatives.
  • seeks to develop its research role and encourage a greater awareness and knowledge of equal opportunities issues and specifically of anti-oppressive practice in the delivery of training.
  • Is deeply committed to  developing their own  training materials/webinars to ensure that people do not pay lip service to anti-discriminatory  policy but are moved  into  action for social  change
  • has an agenda with reference to social change and aims to promote high standards with reference to all aspects of equal opportunities practice.

TISUK aims to be an inclusive organisation where everyone is treated with respect and dignity, and where there is equal opportunity for all. TISUK respects and values the diversity of its staff, trainers, practitioners and delegates. This means that all TISUK staff, trainers, practitioners and delegates should understand and respect that there is a diverse work force and user community and that everyone has the right to be treated with dignity and equality. This includes the legal and ethical requirement for TISUK to provide training and conditions of employment that are appropriate to the needs of a diverse society.

Valuing diversity means that we recognise that we all have complex identities made up of many strands. These can include, but are not limited to, ethnicity, gender, sexual orientation, age, physical and metal aptitudes, nationality, socio-economic status, and religious, political, or other beliefs. This means we embrace and celebrate our differences in a positive environment and are committed to engage with the needs of our diverse staff and users to enable us, both individually and corporately, to achieve our aims.

TISUK will tackle barriers to participation and create a culture in which equal opportunities and equal treatment are a priority for all staff, trainers, practitioners and delegates. In the recruitment, training, pay and management of staff, and in all our day-to-day work with both colleagues, practitioners and delegates, we seek to create an environment where attitudes and biases that hinder the progress of individuals and groups are dismantled and where we work together in mutual respect and tolerance.