Last updated: August 2025

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Table of Contents

1. Introduction
2. Definitions
3. Purpose
4. Scope
5. Our Commitment to Equality, Diversity, and Inclusion
6. Protected Characteristics
7. Responsibilities
8. Recruitment and Promotion
9. Dignity at Work
10. Monitoring and Reporting
11. Feedback and Concerns
12. Review

1. Introduction

The Institute of African Research and Innovation (iARAi) is dedicated to advancing sustainable development across Africa through research, policy, and innovation. We believe that our strength lies in the diversity of our people and the inclusive environment we foster. This Equality, Diversity, and Inclusion (EDI) Policy outlines iARAi’s commitment to creating a fair, inclusive, and respectful workplace where everyone can thrive, regardless of their background, identity, or circumstances. We aim to reflect the diverse communities we serve and ensure equal access to opportunities for all staff, researchers, partners, and stakeholders.

2. Definitions

• Equality: Ensuring access to opportunities for all by addressing differing needs and capabilities, rather than treating everyone the same.
• Diversity: Recognising and valuing differences, including age, disability, gender, race, religion, sexual orientation, and other characteristics, to create an inclusive environment.
• Inclusion: Creating a workplace where everyone feels welcome, valued, and able to contribute fully, regardless of their identity or circumstances.
• Protected Characteristics: Characteristics protected from discrimination under applicable laws, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, gender, and sexual orientation.

3. Purpose

This Policy aims to: 

• Promote a culture of equality, diversity, and inclusion across all iARAi activities. 
• Ensure fair and transparent recruitment, promotion, and working practices. 
• Prevent discrimination, harassment, bullying, or victimisation in the workplace. 
• Reflect the diversity of African communities in our workforce and partnerships. 
• Provide a supportive environment where all individuals can reach their full potential.

4. Scope

This Policy applies to all iARAi staff (including employees, researchers, consultants, and volunteers), Board members, and partners involved in our activities. It covers all aspects of employment and engagement, including recruitment, training, promotion, and day-to-day interactions.

5. Our Commitment to Equality, Diversity, and Inclusion

iARAi is committed to: 

• Creating a workplace where everyone can be themselves and feel valued. 
• Ensuring equal access to opportunities and resources for all staff and stakeholders. 
• Celebrating individual differences and fostering innovative thinking to drive our mission. 
• Embedding EDI principles in all policies, from recruitment to programme delivery. 
• Providing role models for the communities we serve by building a diverse workforce. 
• Challenging ourselves to continuously improve our EDI practices to contribute to fairer, more equitable societies.

We strive to create a culture where no one feels uncomfortable or excluded, and where everyone has the opportunity to grow professionally and personally.

6. Protected Characteristics

iARAi adheres to international and local anti-discrimination laws, ensuring no one is discriminated against based on: 

• Age: Age is not a factor in assessing performance or opportunities. Age-specific benefits (e.g., based on length of service) are permitted only if they meet legal exceptions or business needs. 
• Disability: We promote inclusion for people with disabilities, making reasonable adjustments (e.g., accessible facilities, modified work arrangements) to overcome barriers. Positive action may be taken to ensure equality of outcomes. 
• Marriage and Civil Partnership: All staff, regardless of marital status, have equal access to opportunities and support to balance personal and professional responsibilities. 
• Pregnancy and Maternity: We provide a supportive environment for staff during pregnancy, maternity, paternity, adoption, or shared parental leave, ensuring fair treatment and equal opportunities. 
• Race: We actively work to eliminate racial discrimination, ensuring a welcoming environment for staff and stakeholders from all ethnic and racial backgrounds. 
• Religion or Belief: We support staff in practising their religious or spiritual beliefs in a respectful and tolerant environment. 
• Gender: We promote gender equity, ensuring equal treatment and opportunities, and conduct regular equal pay audits. Non-binary identities are recognised and protected as if covered by law. 
• Sexual Orientation: We foster a supportive environment where there is no discrimination or harassment on the basis of sexual orientation. Staff also have the right to choose whether or not to disclose their sexual orientation.

7. Responsibilities

• Board of Directors: 
  • Ensure EDI policies are robust, regularly reviewed, and effectively implemented. 
  • Promote a culture of inclusion and monitor compliance.
• Management Team: 
  • Embed EDI principles in all operations and decision-making. 
  • Provide training and resources to support EDI. 
  • Address EDI concerns promptly and fairly.
• Human Resources (HR): 
  • Ensure recruitment and promotion processes are fair and inclusive. 
  • Provide EDI training during staff induction and ongoing professional development. 
  • Maintain records of staff compliance with this Policy.
• All Staff: 
  • Adhere to the Policy and iARAi’s Code of Conduct. 
  • Treat colleagues, partners, and stakeholders with respect and dignity. 
  • Report any concerns about discrimination, harassment, or bullying via the Whistleblowing Policy channel: whistleblowing@theiarai.org 

8. Recruitment and Promotion

iARAi ensures fair and transparent processes by: 

• Making all appointments and promotions based on merit and ability, in compliance with anti-discrimination laws. 
• Including EDI considerations in job descriptions and selection criteria, ensuring roles are accessible to diverse candidates. 
• Conducting background checks and requesting up to three references, including questions about suitability for roles involving vulnerable persons or communities. 
• Using application forms to verify identity, qualifications, and consent for background checks where relevant. 
• Designing interview processes to assess EDI awareness and commitment. 
• Applying probationary periods to confirm suitability for roles. 
• Encouraging applications from underrepresented groups to reflect the diversity of African communities.

9. Dignity at Work

iARAi has a zero-tolerance approach to harassment, bullying, or victimisation, which are unlawful under applicable anti-discrimination laws. We will not tolerate such behaviour from staff, partners, contractors, or third parties. This includes: 

• Harassment or bullying of staff by colleagues, partners, or visitors. 
• Harassment or bullying directed at visitors or stakeholders.

Staff experiencing or witnessing such behaviour should report it via the Whistleblowing Policy channels. iARAi will: 

• Investigate promptly and fairly, following the Whistleblowing Policy procedures. 
• Take disciplinary action, which may include summary dismissal, against those responsible. 
• Work with recognised trade unions and stakeholders to resolve disputes early and promote positive workplace relations.

10. Monitoring and Reporting

• iARAi will publish an annual EDI report, including gender pay gap data, on our website.
• Regular staff surveys will collect feedback on EDI practices, celebrating successes and identifying areas for improvement. 
• HR will maintain records of EDI training and compliance. 
• The Management Team will review EDI performance quarterly and report to the Board.

11. Feedback and Concerns

Staff and stakeholders are encouraged to provide feedback or raise concerns about EDI issues via: 

• Email: HR@theiarai.org  
• Whistleblowing Channels: whistleblowing@theiarai.org

Concerns will be handled confidentially, and iARAi will ensure no retaliation against those raising genuine concerns, as outlined in the Whistleblowing Policy.

12. Review

This Policy will be reviewed every three years, or sooner if required, to ensure it remains fit for purpose. Reviews will incorporate feedback from staff, partners, and communities to strengthen our EDI practices.