CAPE TM

Who we are

CAPE provides award-winning teaching and mentoring to children affected by factors

including poverty, poor mental health, social service intervention, institutional racism, and

special educational needs.

We exist to offer unwavering support to excluded children and those at risk of exclusion

through tailored mentoring and tuition, underpinned by strong, trusting relationships. Our

mission is to ensure their personal development, access to opportunities, and progression

into stable adulthood.

Our approach is bespoke, addressing the individual needs of the young people we work

with. 

Our culture and values

CAPE Competencies/Values

Relentlessness – Uphold a consistent and positive manner despite the ups and downs

Child Centred – Decisions always put our children first

Diligent – Pay attention to the small details

Reliable – Always honour the promises you make to young people

Initiative – Able to take appropriate action underpinned by training and experience

Time-management – Efficiently manage your time and clearly communicate capacity

Communication – Communicate in a clear and concise manner (written

Equality, diversity and inclusion policy

CAPE commits to:
 

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

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 all employees about their rights and responsibilities under the equity, diversity and inclusion policy.

All staff 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.

Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, and any others in the course of the CAPE Mentors Charitable Trust’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.

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.

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

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.

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

Monitoring will also include assessing how the equity, 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.