DEI & Gender Policy

DEI stands for diversity, equity and inclusion. As a discipline, DEI is any policy or practice designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities in the workplace. 


Diversity is the presence of difference within a giving setting, in this case the workplace. The differences typically refer to identity like race and gender, age, disability (physical and mental), ethnicity, religion, nationality, sexual orientation, family or marital status, socio-economic background. A person isn’t diverse. They’re unique.  

Equity is the act of ensuring that processes and programmes are impartial, just and transparent, and provide fair possible outcomes for every individual.  

Inclusion is the practice of making people feel a sense of belonging at work. Inclusion has to do with people with different identities feeling and/or being valued, leveraged, and welcomed within a given setting (whether that’s a team, workplace, or industry). Long-time Diversity, Equity, and Inclusion educator, Verna Myers, said: “Diversity is being asked to the party. Inclusion is being asked to dance.” Inclusion isn’t a natural consequence of diversity. You can have a diverse team of talent, but that doesn’t mean they feel welcomed or valued or are given opportunities to grow. 

Gender refers to the characteristics of women, men, girls and boys that are socially constructed.  This includes norms, behaviours and roles associated with being a woman, man, girl or boy, as well as relationships with each other. As a social construct, gender varies from society to society and can change over time. Gender interacts with but is different from sex, which refers to the different biological and physiological characteristics of females, males and intersex persons. Gender and sex are related to but different from gender identity. Gender identity refers to a person’s deeply felt, internal and individual experience of gender, which may or may not correspond to the person’s physiology or designated sex at birth. 


The aim of the DEI and Gender Policy is for our EUYO Community to be truly representative of all sections of society and protect those within it.

It is committed to: 

  • Provide equality, fairness and respect for every member of the EUYO Community and not discriminate on any grounds;
  • Ensure a working and performance environment free of bullying, harassment, victimisation, and discrimination, promoting dignity and respect for all, and where individual differences and the contributions of the whole EUYO Community are recognised and valued.  

It also includes the commitment to the future generation of the EUYO Community, through expansion and non-discriminatory conduct to provide equal access to opportunities whilst taking account of individuals' experiences and needs. The EUYO Community will actively seek to make a change to the environment from which its members are drawn. 


This Policy is designed to help promote a more diverse, fair and equal future with respect to all effects caused by the EUYO Community’s work, by establishing the principles that will guide its work in the area of diversity, equity, inclusion and gender.  

 These principles are Learn, Do and Encourage:   

  1. LEARN: Ensure awareness through constant education of the need for diversity, equity, inclusion and gender equality within the EUYO Community;
  2. DO: Define, implement and regularly review practices in the EUYO Community’s activities which contribute to:
    • promoting diversity, equity, inclusion and gender equality;
    • Train all EUYO Community members as to their rights and responsibilities under this policy;
    • Make staffing and artistic decisions purely based on individual merit, competence and potential;
    • Ensure the creation of safe spaces for all members of the EUYO Community;
  3. ENCOURAGE: Encourage all Partners, organisations and individuals with whom the EUYO Community interacts to consider the importance of measures to promote diversity, equity, inclusion and gender equality to deliver sustainable and long-term change. 


The EUYO will create a DEI and Gender Team

The EUYO undertakes to appoint a DEI and Gender Team.  The EUYO DEI and Gender Team is responsible for creating and overseeing an EUYO DEI and Gender Action Plan that fulfils the requirements of the EUYO’s official DEI and Gender Policy. Members of the EUYO DEI and Gender Team will be appointed by mutual agreement of the EUYO core Management Team on an annual basis.  


The EUYO will at all times have a DEI and Gender Action Plan 

The EUYO DEI and Gender Action Plan (DGAP) will be derived from the DEI and Gender Policy, setting specific goals and objectives every 2 years for a 2-year period from the date of the start of the initial DGAP, based around the three stated directions of LEARN, DO, & ENCOURAGE. The DGAP is relevant for the organization’s core business and its commitment to a more diverse, fair and equal future. 

The DGAP will include: 

  1. A plan to communicate the EUYO’s DEI and Gender Policy, DGAP, activities and/or progress to the EUYO Community and to other parties including funders, stakeholders, partners, followers and public;
  2. A set of actions and activities that raise awareness of DEI and Gender subjects, and encourage other organizations to take account of these;
  3. Encouragement of actions to acknowledge DEI and Gender issues through EUYO events, where possible.  

The DGAP will be reviewed and if needed updated by the DEI and Gender Team annually or more regularly if the DEI and Gender consider it necessary.  


The EUYO DEI and Gender Team members will follow a DEI and Gender Training Plan

Members of the DEI and Gender Team will agree on a training plan as part of the DGAP.


EUYO DEI and Gender Team members

Alexia Higgs
Riitta Hirvonen
Stefania Sajeva
Michael Shearer

To contact the EUYO DEI and Gender Team please e mail