Croydon Community Energy

Who we are

We exist to ensure Croydon is contributing to the nation’s net zero goals to combat the climate emergency, whilst empowering people through energy advice, skills and education. We develop renewable energy projects and deliver energy education to empower our community.

Our culture and values

OUR GOALS

• Deploy renewable energy to at least 10 sites by 2030

• Complete 4 community share offers by 2030

• Establish a network of energy efficiency champions that will grow annually by 5 people

• Deliver energy efficiency advice to 100 households by the end of 2025, and 500 by the end of 2027

• Ensure all of our membership know the benefits of community energy for Croydon through a structured onboarding process

• Directly employ 5 people by 2030

• Use Croydon based businesses where possible and at least 25% of money spent will be with a Croydon based business by 2030

• Meet with key councillors and our MPs at least twice a year

• Become a trusted community energy provider in Croydon

Equality, diversity and inclusion policy

Croydon Community Energy Ltd (CCE) is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. 

The aim is for our workforce to be truly representative of all sections of society and our members, and for each Director, employee and volunteer to feel respected and able to give their best.  

Our Policy’s Purpose  

This policy’s purpose is to: 

1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, full-time or voluntary. 

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of: 

   • age 

   • disability 

   • gender reassignment 

   • marriage or civil partnership 

   • pregnancy and maternity 

   • race (including colour, nationality, and ethnic or national origin) 

   • religion or belief 

   • sex 

   • sexual orientation  

3. Oppose and avoid all forms of unlawful discrimination. This includes in: 

   • pay and benefits 

   • terms and conditions of employment 

   • dealing with grievances and discipline 

   • dismissal 

   • redundancy 

   • leave for parents 

   • requests for flexible working 

   • selection for employment, promotion, training or other developmental opportunities   

Our Commitments  

CCE commits to: 

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.  

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training volunteers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.  

1. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, members, suppliers, visitors, the public and any others in the course of the organisation’s work activities.  

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.  

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

1. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation. 

2. Make decisions concerning staff which are (being) based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

3. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.  

4. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.  

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.  

Agreement to follow this policy 

The equality, diversity and inclusion policy is fully supported by the Board of Directors.