1. The Orgreave Inquiry is committed to promoting equality of opportunity and embraces diversity. It recognises and values people’s differences, and takes a zero-tolerance approach to bullying, harassment, victimisation and discrimination.
2. This Protocol applies to the Inquiry and its team members. The Inquiry expects everyone who engages with it to follow the standards of behaviour set out in this Protocol and governing legislation, e.g. the Equalities Act 2010.
3. The Inquiry and its team members must treat everyone with courtesy and respect. Everyone engaging with the Inquiry must also treat others with courtesy and respect.
Aims
4. This Protocol is designed to help the Inquiry comply with equality legislation and demonstrate its commitment to treating people fairly and equitably.
5. The Inquiry will seek to ensure where possible that its work is accessible, and that concerns about unfair discrimination are addressed appropriately.
6. The Inquiry is opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (defined as “Protected Characteristics”).
7. A disability may include physical or mental health issues which have a significant, adverse and long-term effect on a person’s ability to carry out normal day-to-day activities.
8. The Inquiry will use fair and objective employment practices so that Inquiry team members and applicants are treated fairly in recruitment, selection, promotion and training.
9. The Inquiry will take reasonable steps to prevent harassment, bullying, victimisation and other unwanted behaviour, and will respond appropriately when concerns are raised.
Statement
10. As an organisation, the Inquiry values the variety of different views, outlooks and approaches that a diverse workforce brings.
11. The Inquiry will promote equality and diversity throughout its work. It will seek to make its work accessible, inclusive, responsive and fair.
12. The Inquiry will take reasonable and appropriate steps to prevent anyone from being treated less favourably or placed at an unjustifiable disadvantage.
13. All complaints of bullying, harassment, victimisation and unlawful discrimination will be taken seriously.
Accessibility
14. The Inquiry will consider accessibility throughout its work, including:
- The format of material published by the Inquiry, including the language, font and text size used, and whether information needs to be provided in an alternative format, such as Easy Read, large print, audio or another language.
- The ways through which material is shared with those engaging with the Inquiry and the wider public.
- The accessibility of locations used by the Inquiry.
- The particular needs of those engaging with the Inquiry.
Responsibilities
15. Inquiry team members must follow this Protocol and must report suspected discrimination, unfair treatment, harassment or victimisation through the appropriate process.
16. The Chair is responsible for promoting awareness of this Protocol. The Secretary and Solicitor to the Inquiry are responsible for monitoring compliance with it.
Review
17. The Inquiry will keep this Protocol under review to ensure that it remains up to date and reflects the needs and practices of the Inquiry. The Protocol will also be reviewed where changes in legislation may require alterations to relevant policy or practice. Any amendments must be reviewed and approved by the Chair. The updated Protocol will then be published on the Inquiry’s website at the earliest opportunity.
This Protocol was last updated September 2026