Policy Statement

Inclusion and diversity are foundational to our vision at Ingens Risus. We believe in harnessing the power of diversity, equality, and openness to unite our differences towards shared objectives.

The Ingens Risus is unwavering in its dedication to cultivating inclusivity and providing equal opportunities for all young individuals. This policy procedure articulates the steps and principles by which we guarantee that our programs are an inclusive, inviting, and nurturing space for individuals hailing from a rich tapestry of backgrounds and cultures.

I. Guiding principles

• Non-discrimination: We uphold the principle of non-discrimination, ensuring that all applicants and participants are treated fairly and without bias or prejudice based on factors such as age, gender, race, religion, disability, sexual orientation, or socio-economic background.

• Equality: We commit to equality, ensuring that all individuals have equal access to opportunities within our organisation, regardless of their personal characteristics.

• Accessibility: We strive to make our programs, application processes, and communications accessible to all individuals, including those with disabilities, by providing reasonable accommodations and support when needed.

• Inclusivity: We actively seek to include individuals from diverse backgrounds, cultures, and experiences in our programs. Our goal is to create a mosaic of perspectives that enriches our organisation and fosters cross-cultural understanding.

• Equity: We recognize that equity involves recognizing and addressing systemic barriers that may limit opportunities for some individuals. We are committed to identifying and dismantling such barriers within our organisation.

• Transparency: We maintain transparency in our selection procedures, ensuring that applicants understand the criteria, evaluation process, and expectations clearly.

II. Measures we take to ensure the realization of guiding principles in our selection procedure

At Ingens Risus, we are committed to ensuring that the selection procedures of our programs align with the guiding principles formulated above. 

II.1. Outreach, Program Announcement and Promotion

• We disseminate information about our programs widely to reach a diverse audience.

• Inclusive language and imagery are employed in our promotional materials to encourage applications from individuals of all backgrounds.

• Our program designs facilitate interactions among individuals from diverse backgrounds, promoting cultural exchange and fostering meaningful connections.

• We ensure accessibility by providing information using clear and inclusive language, and designing online platforms that adhere to international web accessibility standards.

• We actively seek partnerships with diverse organizations to broaden our outreach and ensure that individuals from a wide range of backgrounds and cultures have equitable access to our programs.

II.2. Application Process

Our application process is designed to be accessible and user-friendly. We offer We aim to create an equitable and inclusive environment where all applicants, regardless of their background or circumstances, have a fair opportunity to be considered for participation in our programs:

• Selection criteria: Our selection criteria are designed to be clear, transparent, and non-discriminatory. We focus on assessing candidates based on their skills, motivation, and potential to contribute effectively to the program. The most important criteria is the participant's interest and commitment to engage in all stages of the project, including disseminating the results and experiences gained in the projects they have participated in. Our selection criteria are focused on the qualities and potential of applicants, and they do not discriminate based on any personal characteristics. We actively seek diversity among selected participants.

• Skills Assessment: In the context of skills assessment, a distinction is made between the selection process for youth workers (organization staff) and young participants. For the former, candidates are evaluated based on their relevant skills and qualifications, ensuring that they possess the necessary competencies to actively engage in program activities. However, for the latter category of young participants, their existing competencies are not considered crucial, as the primary goal of the projects is to facilitate the development of their skills and capabilities.

• Motivation Evaluation: We consider applicants' motivation and enthusiasm for the program's goals and objectives. This helps us select individuals who are genuinely interested and committed to the program's mission. If both candidates have a very high level of interest and motivation, and if there is a desire to give priority to a candidate with special circumstances, such as limited opportunities or to maintain a gender balance in the group, then this factor can be taken into consideration. In such cases, the candidate facing limited opportunities or the one contributing to gender balance may receive priority, provided that these criteria are part of the organization's policies or objectives and are clearly communicated in the selection process.

• Potential Recognition: We also recognize the potential for growth and development among candidates. We value individuals who have the potential to benefit from the program

II.3. Communication of selection results

We ensure fair and considerate communication of selection outcomes by delivering prompt, transparent notifications to all applicants, accompanied by constructive and detailed feedback when applicable, empowering individuals to discern the strengths of their applications and areas primed for growth, all in a supportive and nurturing manner that fosters both personal and professional development.

II.4. Monitoring and Evaluation

• Our staff receives continuous training for recognizing the value of diverse perspectives and experiences. They evaluate applications with an awareness of the importance of inclusivity. We ensure that our programs remain responsive to the needs and experiences of participants, particularly those facing fewer opportunities. This commitment to monitoring and evaluation is integral to our mission of promoting inclusivity and fostering an environment where everyone can thrive.

• In all our projects we collect anonymized data on participant demographics, ensuring that we track the inclusion of individuals with fewer opportunities.

• We collect regular feedback from participants to identify potential problems and areas for improvement.

III. Special measures for participants with fewer opportunities

III.1. Definition of Individuals with Fewer Opportunities:

Individuals with fewer opportunities encompass those who face various obstacles that may hinder their participation in youth programs. This can include but is not limited to individuals with disabilities, health challenges, economic disadvantages, limited access to education, cultural differences, social barriers, and discrimination based on gender, age, ethnicity, religion, beliefs, or sexual orientation.

Here is an overview of the main barriers:

• Disabilities: Physical, mental, intellectual, or sensory impairments can hinder full participation.

• Health Problems: Health issues like severe illnesses or chronic diseases may prevent participation.

• Education and Training Systems: Challenges within education and training systems, such as early school leaving or low-skilled adults, can be barriers.

• Cultural Differences: Cultural disparities, particularly affecting migrants, ethnic minorities, and those with language difficulties, may hinder participation.

• Social Barriers: Social issues like limited social skills, antisocial behavior, or social marginalization can be barriers.

• Economic Barriers: Economic disadvantages like low income, unemployment, poverty, or financial problems can hinder involvement.

• Discrimination: Discrimination based on factors like gender, age, ethnicity, religion, or disability can create barriers.

• Geographical Barriers: Living in remote, rural, or underserved areas can impede participation.

III.2. Measures taken to ensure the inclusivity of application process:

By implementing these measures, we aim to remove barriers and create an inclusive environment where every individual can fully engage in our programs, regardless of their background or circumstances.

• We implement reasonable accommodations in a gradual manner to create a safe space where individuals with disabilities can feel empowered to participate fully. Our group leaders from each national group are well-prepared to facilitate one-on-one discussions, conduct group meetings, and host online conferences, adapting these measures to meet the specific needs and requirements of participants.

• We offer assistance to candidates in completing the application process, ensuring that the process is accessible and that candidates can effectively communicate their qualifications and motivations.

• We ensure that young individuals understand the objectives of the project and emphasize that they have the potential to gain as much as they contribute. This clarification ensures that participants have clear expectations and are willing to embark on the journey.

• Our organization members and partners receive continuous training on inclusivity and nondiscrimination to create an inclusive environment. This ongoing training equips them with the knowledge and skills needed to foster an atmosphere of respect and equity within our programs.

• Throughout our programs, we actively encourage participants, including individuals with fewer opportunities, to contribute to diversity and inclusion through innovative strategies, sharing their unique perspectives and experiences. This participation enriches the overall program and promotes cross-cultural understanding among all participants.

• We prioritize the protection of privacy and anonymity for all candidates during the application and selection process. Personal information is handled with strict confidentiality, ensuring that the identities of applicants, especially those who may face discrimination or stigmatization, remain protected. This approach creates a safe and non-discriminatory space where individuals can freely express their interest and motivation without fear of repercussions. By safeguarding the anonymity of applicants, we promote an environment that values each individual's unique qualities and abilities, rather than any personal characteristics, ensuring equal opportunities for all.

IV. Reporting and Accountability:

Ingens Risus ensures that our commitment to inclusivity and nondiscrimination is not just a statement but a lived reality. We continuously strive to create a welcoming and inclusive environment for all participants and stakeholders.

• We commit to transparently report on our progress in fostering inclusivity and nondiscrimination.

• Any complaints or concerns related to discrimination or inclusivity will be promptly addressed, and corrective actions will be taken. We ensure the anonymity of data related to participants with limited opportunities and handle the information received from them with discretion and sensitivity. We have established clear reporting mechanisms and ensuring the confidentiality and promptness of our responses.

For our reporting mechanisms see Annex 1 Reporting procedure.

V. Periodic review and adaptation

We yearly review and adapt the action plan to respond to changing needs and priorities and to ensure its effectiveness.

VI. Procedure background

Our procedure is closely linked to the European Union legal framework to combat discrimination and promote equal treatment for all individuals. This framework includes various directives and regulations that address discrimination based on several grounds. Here is an overview of key EU legislation related to nondiscrimination:

• Racial Equality Directive (2000/43/EC): This directive prohibits discrimination on the grounds of racial or ethnic origin in various areas, including employment, education, and access to goods and services. It promotes equal treatment and encourages diversity.

• Gender Equality Directive (2006/54/EC): Focusing on gender equality, this directive aims to ensure equal treatment between men and women in employment and related areas, including recruitment, working conditions, and access to training and promotion.

• Equality Framework Directive (2000/78/EC): This directive addresses discrimination based on religion or belief, disability, age, and sexual orientation in employment and occupation. It prohibits discrimination and promotes equal opportunities.

• Gender Goods and Services Directive (2014/113/EU): This directive extends gender equality to goods and services, preventing gender-based discrimination in access to and supply of goods and services, as well as in advertising and marketing.

• Accessibility Act (2019/882/EU): This directive focuses on ensuring the accessibility of products and services for persons with disabilities. It aims to create a barrier-free environment, enhancing the inclusion of individuals with disabilities.

• Data Protection Legislation (GDPR and Directive 2002/58/EC): While primarily focused on data protection, these regulations include provisions to protect individuals from discriminatory data processing practices, ensuring the fair treatment of personal data.