2022 07 02 Staff068

Equality, Diversity, Inclusion and Access Policy

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    The Mission

    The National Space Centre is a charity, a science and discovery centre, a visitor attraction, and an educational facility.

    But more than that, it is home to a passionate team of individuals that truly believe in our mission:

    • Get people excited about space
    • Help develop the next generation of scientists & engineers
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    Equality, Diversity and Inclusion

    The National Space Centre promotes a working environment in which diversity is recognised, valued and encouraged through the practice and demonstration of our organisational values. We do not tolerate discrimination; we will always investigate allegations of discrimination and take appropriate action. We acknowledge the multi-cultural and diverse nature of our workforce, visitors and society and therefore uphold the principles of fairness, mutual respect and equality.
    These principles are embedded through our Equal Opportunities Policy, recruitment process, visitor engagement and Continued Professional Development. We recognise that discrimination in the workplace, including personal views, that reflect on and brought to the attention of the organisation in any form is unacceptable and in most cases can be unlawful.

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    The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique with individual differences that must be recognised, considered and put into perspective.

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    Victimisation is a term used in discrimination law to describe action by an employer, against an employee, in retaliation for involvement in bringing, or supporting, a complaint of discrimination.

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    Direct Discrimination

    Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have, or because they associate with someone who has a protected characteristic.


Indirect Discrimination

Indirect discrimination is when there is a practice, policy or rule, which applies to everyone in the same way, but it has a worse effect on some people than others.

The 9 protected characteristics under the Equality Act 2010 are:

1. Age
2. Disability
3. Gender Reassignment
4. Marriage and Civil Partnership
5. Pregnancy and Maternity
6. Race (including colour, nationality, ethnic or national origin)
7. Religion or Belief
8. Sex
9. Sexual Orientation.

No colleague, visitor, or anyone our organisation deals with, receives less favourable treatment because of their protected characteristics. Acting in this manner ensures an inclusive treatment for all.

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Our equality, diversity and inclusion commitment will be demonstrated through:

  • Raising awareness amongst staff through appropriate CPD.
  • Ensuring that no staff member, visitor or person we engage with is discriminated against or receives less favourable treatment because of a protected characteristic.
  • Acknowledgement of issues that could be defined as discrimination, victimisation or harassment to be managed with appropriate sensitivity and prompt investigation. See; EOP, Disciplinary Rules, Disciplinary Procedure and Anti-bullying and Harassment Policy.
  • Compliance and demonstration of organisational, sectoral and societal values.
  • A policy and strategy to be reviewed and monitored that make suitable and reasonable adjustments to inform practice that enhances equality, diversity and inclusion in accordance with the listed protected characteristics and engagement data.
  • Ensuring that all our procedures support the above principles.

Our Equality and Diversity Objectives

To further underpin these principles we resolve:

  • To structure our internal monitoring process of EDI, producing an annual report to the National Space Centre Board Trustee collating data from across teams to influence change of best and informed practice.
  • To make it widely and persistently known within the organisation that all reports of discrimination or victimisation will be thoroughly investigated in accordance with policy and procedure.
  • To make known and understood the clear responsibility of every member of staff to behave appropriately with no exceptions and no excuses such as the claim, “no harm was intended or a remark was only in jest”.
  • To ensure that everyone involved in our organisation is aware of the procedure for complaints concerning discrimination or victimisation.
  • To inform and educate staff adequately to ensure individuals are accountable and adhere to such policy’s, procedures and practices.

Our Responsibility

Each and every one of us is a stakeholder in the success of this statement and the representation of the organisation. We are expected to make a positive contribution towards creating and maintaining an environment of equality, diversity and inclusion throughout the organisation; upholding our Equal Opportunities Policy, mission statement and core values.

In particular, we have an individual responsibility to adopt the following:

  • Do not take unlawful discriminatory actions or decisions opposed to this statement.
  • Do not discriminate against, harass, abuse or intimidate anyone according to the protected characteristics.
  • To report oppressive and discriminatory practices to appropriate staff member.
  • Co-operate when we investigate, including providing evidence of conduct which may amount to discrimination.
  • Co-operate with any measures introduced to develop or monitor our equality, diversity and inclusive practices.
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We define access as removing or reducing physical, cultural, digital, sensory, and attitudinal barriers, thus creating an equal and equitable experience for all.

The National Space Centre promotes ‘Space for Everyone’ as part of our ethos and values and has a policy of continuous assessment and improvement in this area. We recognise that all visitors have a right to be able to enjoy and engage with the Centre’s activities and exhibitions without barriers to access. We understand that this may be a journey and we must regularly review policy and procedure to provide the best accessibility possible.

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Related Legislation

The Equality Act 2010 protects individuals with one or more of the nine protected characteristics from discrimination. These characteristics are:

  1. Age
  2. Disability
  3. Gender reassignment
  4. Marriage and civil partnership
  5. Pregnancy and maternity
  6. Race
  7. Religion or belief
  8. Sex
  9. Sexual orientation

No colleague, visitor, or anyone our organisation deals with, receives less favourable treatment because of their protected characteristics. Acting in this manner ensures an inclusive treatment for all.

Our Commitment to Access

We will:

  • Ensure physical access to all galleries, including lifts and considering wheelchair and mobility aids, wherever possible.
  • Deliver accessible products and services such as, accessible afternoons and SEND home education events, to create space for everyone.
  • Create an accessible website that is easy to navigate, including photo tags.
  • Provide detailed information about access to the Centre including exhibit areas and sensory maps. Facilities and Access (spacecentre.co.uk)
  • Provide regular accessibility training to staff, ensuring all staff are aware of our accessibility policies and procedures and can communicate effectively.
  • Build accessibility into all areas of the business including recruitment and in particular, but not limited to, new developments in exhibits and galleries.
  • Ensure no member of staff, visitor, or person we engage with is discriminated against or receives less favourable treatment based on their disability.
  • Policy and strategy to be regularly reviewed to ensure we are upholding our principles.
  • Make the visitor attraction and programmes as relevant as possible to our local cultural and socially diverse community.
  • Offer subsidised entry to schools to help remove economic barriers to schools and free community engagement service where possible to those in the local and surrounding area.
  • Provide equal opportunities for all employees from recruitment and including reasonable adjustments for individuals employed.
  • Provide mental wellbeing at work through mental health first aiders, training for staff and membership of mindful employer plus.