Toybox

Who we are

We are distraught that we live in a world which allows children to sleep on pavements, work in appalling conditions, be subjected to violent abuse on a daily basis and be denied the right to healthcare, an education and a voice. Right now, 100 million children are subject to this abuse and exploitation – this needs to change. Every street child has the right to a life free from fear and exploitation, where they can use their skills and talents to fully participate in their communities. 

Toybox exists to achieve a world in which the term ‘street children’ is a piece of history. Our vision is of a world in which children are free from exploitation and violence. Our ambition is to be a powerful force of change, fighting the injustice of children living and working on the world’s most dangerous streets – when this has been achieved, we will cease to operate – and that will be a great day!

Equality, diversity and inclusion policy

Toybox is an equal opportunity employer. We are committed to equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination. This policy aims to ensure that no applicant or employee receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, gender or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. Toybox also seeks to ensure that no person is victimised or subjected to any form of bullying or harassment.

We value people as individuals with diverse opinions, cultures, lifestyles, and circumstances. This policy applies to all employees and covers all areas of employment, including recruitment, selection, training, deployment, career development, and promotion. These areas are monitored, and policies and practices are amended, if necessary, to ensure that no unfair or unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent, exists.

The Chief Executive Officer has responsibility for implementing and monitoring the Toybox Equality and Diversity Policy and, as part of this process, all personnel policies and procedures are administered with the objective of promoting equality of opportunity and eliminating unfair or unlawful discrimination.

All employees, workers, or self-employed contractors, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training, or any other benefit will be based on aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of Toybox.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals at Toybox as we seek to develop our skills. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with the Directors and Managers, individuals at all levels have a responsibility to treat others with dignity and respect. The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout Toybox.

our commitment as an employer

• Recruitment and promotion within the organisation will be based upon an individual’s merit and ability whilst any selection decision will be made on objective job-related criteria.
• To create a diverse environment in which individual differences and the contributions of our employees are recognised and valued.
• Every employee, volunteer or self-employed contractor is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
• Training, development and progression opportunities are available to all employees.
• We will review all our employment practices and procedures to ensure fairness.
• This policy will be monitored and reviewed every three years by the Toybox Board of Trustees.
• We have clear procedures, within the Employee Handbook, that enable our employees to raise a grievance or make a complaint if they feel they have been unfairly treated.
• Breaches of our Equality and Diversity policy will be regarded as misconduct and could lead to disciplinary proceedings.

Toybox Equal Opportunity Policy Statements:

Age- we will:

• ensure that people of all ages are treated with respect and dignity;
• ensure that all employees are given equal access to our employment, training, development and promotion opportunities; and
• challenge discriminatory assumptions about younger and older people.

Disability – we will:

• challenge discriminatory assumptions about people with disabilities; and
• provide any reasonable adjustments to ensure an employee with a disability has the support and facilities that they need to carry out their work.

Race – we will:

• challenge racism wherever it occurs;
• respond swiftly to any racist incidents; and
• actively promote race equality in Toybox.

Gender – we will:

• challenge discriminatory assumptions about gender identity or expression;
• take positive action to redress the negative effects of discrimination against gender identity or expression;
• offer equal access for people regardless of gender identity or expression to representation, services, employment, training and pay and encourage other organisations to do the same; and
• provide support to prevent discrimination against transgender people who have or who are about to undergo gender reassignment.

Sexual Orientation- we will:

• be respectful of the rights of the LGBTQ+ community.

Religion and Belief – we will:

• ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible; and
• respect people’s beliefs where the expression of those beliefs does not impinge on the legitimate rights of others.

Toybox is a faith-based organisation. As such, some job roles require the post holder to have an Occupational Requirement (OR) as defined in the Equalities Act 2010. Currently these roles are limited to the CEO and the Trustees. The decision around the OR requirement for these roles will be made on an individual basis by the Toybox Board, based on a set criteria applied at recruitment stage and will continuous reviewed. Where roles do not require an OR, candidates would need to be sympathetic to the faith basis of the organisation, which would be made clear at recruitment stage.

Pregnancy or maternity - we will:

• ensure that people are treated with respect and dignity and that a positive image is promoted regardless of pregnancy or maternity;
• challenge discriminatory assumptions about the pregnancy or maternity of our employees; and
• ensure that no individual is disadvantaged and that we take account of the needs of our employees’ pregnancy or maternity.

Marriage or civil partnership – we will:

• ensure that all people are treated with respect and dignity;
• ensure that no individual is disadvantaged and that we take account the needs of our employees’ marriage or civil partnership.

Ex- offenders – we will:

• prevent discrimination against our employees regardless of their offending background (except where there is a known risk to children or vulnerable adults).

Equal pay – we will:

• ensure that all employees, male or female, have the right to the same contractual pay and benefits for carrying out the same work, work rated as equivalent work or work of equal value.

Toybox Partners – we will:

In determining which partners Toybox works with, consideration will be given to their approach to equity, diversity and inclusion. Support will be offered to encourage partners to develop formal policies on equal opportunity and diversity, in line with local legislation as well as best practice.

Monitoring

Toybox shall conduct a diversity audit of employees every year, this data will be reviewed by the Leadership Team and recommendations, if appropriate, brought to the Board of Trustees.