Mission Aviation Fellowship UK

Who we are

Mission Aviation Fellowship (MAF) is the world’s largest humanitarian air operator. For over 75 years we have been flying light aircraft over jungles, mountains, swamps and deserts. We enable more than 1,400 aid, development and mission organisations to bring medical care, emergency relief and long-term development. Our pilots and personnel deliver relief workers, doctors, pastors, school books, food, medicines - everything that can only be safely and speedily delivered by air. Our faithful supporters give and pray to make this all possible.

Equality, diversity and inclusion policy

Underlying Principles

• •We believe that all men and women made in the image of God (Genesis 1:27) are intrinsically valuable and as such worthy of dignity and respect
• We believe that Christians are instructed not to show favouritism (James 2:1-9) and to do so would be contrary to the teaching of scripture
• We operate as a charity in accordance with our biblical beliefs about Christian faith and conduct. 
• We believe that a diverse workforce acknowledges our interdependence and capitalises on the different experiences, gifts, and skills each person brings. 

Christian Distinctive
As a Christian mission, the nature and context of each role means that personal characteristics, such 
as religious beliefs, will lawfully and properly inform decisions. However, this does not detract from 
the principle that we are an Equal Opportunity employer and recognise the benefit of employing a 
diverse workforce. All applicants who can fulfil the role and meet any occupational requirements 
are welcomed. They will be assessed against the job description and any person specification

Policy Purpose
To state MAF UK’s commitment to equality and fairness in respect to employment practice and to 
set out the standards of behaviour expected of staff.

Scope
This policy applies to all staff members regardless of length of service, all aspects of employment 
and the provision of services including:

• pay and conditions of employment
• training and continuing professional development
• recruitment processes 
• promotion policies
• procedures for addressing grievances and disciplinary matters
• ending an employment contract
• how suppliers are treated
• how those who use our services are treated

Statement
The MAF UK Senior Leadership Team and the Board of Trustees are committed to ensuring that, all 
staff are treated fairly and that all aspects of employment are in line with our Christian ethos and 
legal obligations.

II. POLICY BODY

A. Definitions
Protected characteristics
Protected characteristics include race, colour, nationality, ethnic origin, age, sex, gender 
reassignment, sexual orientation, marital status, religion or belief, disability.
Discrimination
Discrimination occurs when someone directly or indirectly treats a person or a group of people less 
favourably. Discrimination may also be unlawful when it relates to a protected characteristic as 
detailed in the Equalities Act of 2010. 
Any reference to ‘discrimination’ or similar in this policy means unlawful discrimination relating to 
a protected characteristic.
Discrimination may be direct when someone is treated unfairly because of a protected 
characteristic. For example, someone is not offered a promotion because they are a woman, and the 
job is given to a less qualified man. 
The discrimination can also be indirect when there are rules or arrangements that apply to a group 
of employees or job applicants, but in practice have a detrimental impact upon a group that share a 
protected characteristic.
Although there may be circumstances justifying different treatment, which are not unlawful, for 
example an occupational requirement for applicants to be a Christian, to comply with a matter of 
doctrine; or to make an adjustment to accommodate a person with a disability, MAF UK will not 
tolerate unlawful discrimination.
Exemptions
Direct discrimination may be objectively justified when it relates to age.
Indirect discrimination does not apply if the requirement can be objectively justified.
Disability
The Equality Act 2010 prohibits treating an individual less favourably because of a factor relating to a 
disability unless the requirement can be objectively justified

Reasonable Adjustments:
MAF UK will make “reasonable adjustments” so that a disabled staff member (or job applicant) is not 
substantially disadvantaged. 
When considering whether an adjustment is reasonable managers should consider: 

• the effectiveness of the change in avoiding the disadvantage 
• the practicality of the adjustment
• the cost of the adjustment
• the size of the organisation and its resources
• the availability of financial support

B. Management and staff responsibility
Management

• Selection for employment or promotion will be based on merit using non-discriminatory and, where practical, objective criteria. 
• Advertisements for vacancies will strive to use inclusive language
• Where an occupational requirement applies, it will be made clear in advertisements andconsidered when deciding where to advertise.
• During interviews candidates for employment will not be asked about their health or whether they have a disability, before a job offer is made, except where it may pertain to a key part of the role. 
• Managers are responsible to ensure that staff under their supervision act appropriately and that workplace decisions are fair and justifiable.Managers are responsible to ensure that matters raised under this policy are dealt with in atimely manner, sensitively and, where possible, in confidence.

Staff
Each staff member is expected to act with dignity and maturity in all their work and activities as a 
representative of MAF UK. Staff are also responsible to treat other members of staff and volunteers 
in line with our Christian ethos and legal obligations and to ensure decisions are made in a non -
discriminatory manner.
C. Complaint and investigation
Staff members experiencing behaviour contrary to this policy are encouraged, in the first instance to 
raise issues or concerns with their line manager. However, if for some reason this is not possible staff 
may use the grievance procedure to highlight discriminatory conduct or if they desire to do so 
confidentially the Whistleblowing process may be used.

Where a staff member breaches this Policy, MAF UK will investigate in a timely manner and take 
appropriate action. This may include disciplinary steps as outlined in our Misconduct Policy or 
where it is considered serious may be treated as gross misconduct leading to dismissal. 

Efforts will be made to preserve the confidentiality of both parties and information will be shared on 
a need-to-know ba