LES DAMES D’ESCOFFIER
LONDON CHAPTER
— Policies and Governance —
DIVERSITY, EQUITY & INCLUSION POLICY
Version 1.0 | February 2026
Registered Charity, England & Wales
An affiliate chapter of Les Dames d’Escoffier International (LDEI), USA
DIVERSITY, EQUITY & INCLUSION (DEI) POLICY
Policy Overview
Organisation: Les Dames d’Escoffier, London Chapter
Type: Registered Charity — Women in Food, Beverage & Hospitality
Policy: Diversity, Equity & Inclusion (DEI) Policy
Version: 1.0
Effective Date: February 2026
Review Date: February 2027
Approved by: Board of Trustees
1. Our Commitment
Les Dames d’Escoffier, London Chapter is a women-led membership organisation and registered charity dedicated to supporting, celebrating, and advancing women in the food, beverage, and hospitality sectors. Diversity, equity, and inclusion are not peripheral concerns for us — they are integral to our founding purpose and to the communities we serve.
We are committed to creating an organisation in which every woman, regardless of her background, identity, or circumstances, can participate fully, feel genuinely welcomed, and have the opportunity to thrive. We recognise that the food and hospitality industries have historically been marked by inequalities of race, class, disability, and other dimensions of identity, and we are committed to actively challenging those inequalities within our Chapter and beyond.
This Policy sets out our commitments and the practical steps we will take to embed diversity, equity, and inclusion across everything we do.
2. Scope
This Policy applies to:
All members of the London Chapter
Trustees, officers, volunteers, and contractors acting on behalf of the Chapter
Membership recruitment and selection processes
Grant-making, scholarship awards, and mentorship programmes
Events, communications, and public activities
Partnerships, sponsorships, and relationships with third parties
This Policy is consistent with and complements the DEI commitments of Les Dames d’Escoffier International (LDEI) and aligns with LDEI’s global vision for an inclusive, representative community of women leaders in food and hospitality.
3. Legal Framework
The Chapter operates in compliance with all applicable UK equality and non-discrimination legislation, including:
The Equality Act 2010, which protects individuals from discrimination, harassment, and victimisation on the basis of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
The Worker Protection (Amendment of Equality Act 2010) Act 2023, in force from 26 October 2024, which places a positive proactive duty on organisations to take reasonable steps to prevent sexual harassment of workers and volunteers
The Human Rights Act 1998
The Charity Commission for England and Wales guidance on Equality, Diversity and Inclusion for charities (updated 2023)
The Public Sector Equality Duty under the Equality Act 2010 — whilst this duty applies directly to public bodies and not to private charities, the Chapter voluntarily adopts its principles as best practice
As a women’s membership organisation, the Chapter relies on the lawful exception under the Equality Act 2010 (Schedule 23, paragraph 1), which permits single-sex membership organisations. This exception does not diminish our obligations in respect of all other protected characteristics, and we reaffirm our commitment to equality across all dimensions of our work.
4. Our DEI Vision and Values
We aspire to be a Chapter that:
Reflects the rich diversity of women working across the food, beverage, and hospitality sectors in London and the United Kingdom
Is genuinely accessible to women from all socioeconomic backgrounds, ethnicities, religions, sexual orientations, ages, and abilities
Actively works to remove structural barriers that prevent underrepresented women from participating in and leading the food and hospitality industries
Listens to and is guided by the lived experiences of its members and the wider communities it serves
Models best practice in equity and inclusion for the wider sector
5. Protected Characteristics and Intersectionality
The Chapter is committed to eliminating discrimination, harassment, victimisation, and other prohibited conduct under the Equality Act 2010 in relation to all nine protected characteristics. We also recognise the concept of intersectionality — that individuals may experience multiple, overlapping forms of disadvantage simultaneously — and we commit to understanding and responding to the particular experiences of women who face intersecting inequalities.
5.1 Race and Ethnicity
We are committed to being an anti-racist organisation. We acknowledge that women of colour have historically been underrepresented in leadership roles in the food and hospitality industries and in professional organisations such as ours. We commit to actively recruiting, welcoming, and listening to Black, Asian, and minority ethnic women, and to addressing any structural barriers to their participation.
5.2 Disability
We are committed to making our events, communications, and activities as accessible as possible to women with disabilities — whether physical, sensory, cognitive, or mental health-related. We will consult with disabled members about their needs and implement reasonable adjustments at all our events and across our communications.
5.3 Socioeconomic Background
Whilst socioeconomic background is not a protected characteristic under the Equality Act 2010, the Chapter recognises that membership fees, event costs, and networking culture can inadvertently exclude women from lower socioeconomic backgrounds. We commit to reviewing our pricing, offering bursaries where possible, and fostering a culture that is welcoming regardless of economic background.
5.4 LGBTQ+ Inclusion
We warmly welcome lesbian, bisexual, queer, trans, and non-binary women, and all women who align with our mission. We are committed to ensuring our events, communications, and culture are inclusive and affirming for all LGBTQ+ members and applicants.
5.5 Age
We value the contributions of women at all stages of their careers and lives. We are committed to avoiding age-related discrimination and to creating opportunities for both early-career professionals entering the industry and experienced leaders at later stages of their careers.
5.6 Religion and Belief
We respect the religious beliefs and practices of all members and will take reasonable steps to ensure that events and activities do not create unnecessary barriers for members of different faiths, including in relation to dietary requirements, prayer times, and religious observances.
6. Membership and Recruitment
The Chapter recognises that its membership should, over time, better reflect the diversity of women working in the food and hospitality sectors across the United Kingdom. To support this, we commit to:
Reviewing our membership application and selection processes to identify and remove unintentional barriers
Actively reaching out to and welcoming applications from women in underrepresented groups
Ensuring that membership criteria do not inadvertently advantage women from more privileged backgrounds
Providing clear information about the benefits of membership and the application process in accessible formats
Considering bursaries, fee waivers, or tiered membership options to improve access
Welcoming women at all stages of their careers, from early-career professionals to established industry leaders
7. Grants, Scholarships and Mentorship
The Chapter’s charitable activities — including grants, scholarships, and mentorship programmes — are central to our mission. We commit to:
Designing programmes that actively reach and support women from underrepresented backgrounds
Ensuring that assessment panels and judging processes are diverse and that participants are trained to recognise and mitigate unconscious bias
Reviewing award criteria and application processes to ensure they do not disadvantage applicants from particular backgrounds
Tracking the demographic profile of applicants and recipients on a voluntary and anonymised basis, and using this data to improve access over time
Building mentoring relationships that are sensitive to the particular barriers faced by mentees from different backgrounds
8. Events and Programmes
The Chapter will ensure that all events, programmes, and activities are inclusive and welcoming. We commit to:
Considering the accessibility of all venues, including step-free access, hearing loops, accessible toilets, and other requirements
Providing dietary options that reflect the diverse needs and beliefs of our members and guests
Scheduling events at times that do not systematically exclude particular groups, such as women with caring responsibilities or those observing religious practices
Featuring speakers and content that reflect the diversity of our membership and the broader industry
Ensuring that all events are free from harassment and that the Chapter’s duty under the Worker Protection Act 2023 to prevent sexual harassment is actively upheld
9. Communications and Language
The Chapter will ensure that its communications are inclusive, respectful, and representative. We commit to:
Using inclusive and respectful language in all written and verbal communications
Ensuring that the diversity of our membership and the communities we serve is reflected in our images, stories, and publications
Providing key information in accessible formats upon request, including large print or screen-reader-compatible digital formats
Reviewing communications for unintentional bias, exclusionary language, or lack of representation
10. Board Diversity and Governance
The Chapter recognises that an effective Board of Trustees should reflect the diversity it seeks to champion. We commit to:
Considering diversity as a criterion in trustee recruitment and succession planning
Providing an inclusive and supportive environment for trustees from all backgrounds
Ensuring that DEI is a standing agenda item at Board meetings and is monitored at governance level
Reviewing the Chapter’s policies and practices through a DEI lens at least annually
11. Expected Behaviour and Zero Tolerance
All members, trustees, officers, volunteers, contractors, and guests at Chapter events are expected to treat one another with dignity and respect. The Chapter has zero tolerance for:
Discrimination, harassment, victimisation, or bullying on the basis of any protected characteristic
Racist, sexist, homophobic, transphobic, ableist, or otherwise prejudiced language or behaviour
Sexual harassment in any form — including at events, in communications, and online — in line with the Chapter’s duty under the Worker Protection (Amendment of Equality Act 2010) Act 2023
Conduct that creates a hostile, intimidating, or offensive environment for any individual
Any allegation of such conduct will be taken seriously, investigated promptly and fairly, and may result in suspension or termination of membership, removal from a volunteer or trustee role, or referral to the appropriate authorities. The Chapter’s complaints and disciplinary procedure will apply in all cases.
12. Complaints and Reporting
Any member, applicant, volunteer, or stakeholder who believes they have experienced or witnessed discrimination, harassment, or other prohibited conduct in connection with the Chapter should:
Raise the matter with the DEI Lead or the President in the first instance
If the concern involves the Chair, raise it with another trustee or the Vice-Chair
If the matter cannot be resolved internally, seek guidance from the Charity Commission for England and Wales or the Equality and Human Rights Commission (EHRC)
The Chapter is committed to handling all complaints confidentially (to the extent possible), without retaliation against the complainant, and in accordance with its complaints procedure. No member or volunteer will be penalised for raising a concern in good faith.
13. Monitoring and Accountability
Statements of commitment are not sufficient on their own. The Chapter commits to monitoring its progress and being transparent about its performance. We will:
Collect and analyse, on a voluntary and anonymised basis, data on the diversity of our membership, grant applicants, and award recipients
Report annually to the Board on progress against the commitments in this Policy
Include relevant DEI information in our Annual Report where appropriate
Seek feedback from members, particularly those from underrepresented groups, on their experience of the Chapter
Review this Policy at least annually, or sooner in response to significant changes in equality law, Charity Commission guidance, or the Chapter’s own circumstances
14. Roles and Responsibilities
Role
Responsibility
Board of Trustees
Approve and champion this Policy. Ensure DEI is embedded in governance and decision-making. Allocate appropriate resources for implementation.
President
Lead by example. Ensure the Chapter’s culture is inclusive and respectful. Act as the escalation point for serious concerns.
DEI Lead (designated trustee or officer)
Coordinate implementation of this Policy. Monitor and report progress to the Board. Act as the first point of contact for DEI concerns and complaints.
All Members, Officers & Volunteers
Familiarise themselves with this Policy. Uphold its principles in all interactions. Report concerns promptly and in good faith.
15. Relationship with LDEI and International Alignment
As a chapter of Les Dames d’Escoffier International (LDEI), the London Chapter shares a commitment to the international organisation’s vision of a diverse, equitable, and inclusive community of women leaders in food, beverage, and hospitality. The Chapter will:
Align its DEI commitments with LDEI’s international policies and values, whilst also reflecting the specific legal and cultural context of the United Kingdom
Share learnings, best practice, and DEI initiatives with LDEI and other chapters where appropriate
Ensure that any data shared with LDEI is handled in accordance with the Chapter’s data protection obligations under UK GDPR and the Data Protection Act 2018
16. Review
This Policy will be reviewed annually by the Board of Trustees, with input from members and the DEI Lead. The next scheduled review is February 2027. Revisions may be made at any time in response to changes in legislation, Charity Commission guidance, or the needs of the Chapter.
Approved by the Board of Trustees, Les Dames d’Escoffier, London Chapter
February 2026