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Event Refund Policy

 

Purpose

This policy explains our approach to ticket refunds and transfers for our events. It is designed to provide clarity for attendees while protecting the sustainability of our events.

Refunds

• All ticket sales are non-refundable, except where the event is cancelled by us.

• We do not offer refunds if you change your mind, are unable to attend, or purchase the wrong ticket.

• This approach ensures that we can plan and deliver our events effectively.

Transfers and Resale

• If you can no longer attend, you are welcome to transfer your ticket to another person.

• It is your responsibility to arrange the transfer or resale of your ticket.

• We may, where possible, provide assistance with updating ticket details, but we do not facilitate resale directly.

Event Cancellation or Postponement

• If we cancel the event, all ticket holders will receive a full refund.

• If we postpone the event, tickets will remain valid for the rescheduled date. If you cannot attend the new date, you may request a refund.

Exceptions

Refunds will only be made outside of the above where required by law.

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Inclusion Policy

 

Purpose

This policy sets out our commitment to creating and maintaining an environment in which everyone feels welcome, respected and able to take part fully. Inclusion is not a separate initiative; it is a principle that underpins the way we work, the decisions we make and the culture we foster.

Scope

This policy applies to all who engage with our organisation, including employees, volunteers, contractors, members and visitors. Every individual has a role to play in upholding these commitments.

Our Commitments

We are committed to:

• Respect and dignity – ensuring all people are treated fairly and courteously, irrespective of their background, identity or circumstances.

• Accessibility – identifying and removing barriers, whether physical, cultural or systemic, so that participation is possible for all.

• Equity of opportunity – recognising that individuals may need different forms of support to achieve fair outcomes.

• Representation – encouraging diverse voices in decision-making and leadership, and ensuring those voices are heard and valued.

• Safety – providing spaces that are free from harassment, discrimination, bullying or exclusionary behaviour.

Principles in Practice

1. Inclusive culture – Difference is to be welcomed and valued, not merely tolerated.

2. Shared responsibility – Inclusion is not the job of a single person or team; it is the responsibility of everyone involved.

3. Openness and accountability – We will be transparent about how concerns are handled and how progress is monitored.

4. Commitment to improvement – We will review our practices regularly to reflect evolving needs and best practice.

Putting the Policy into Effect

• Providing appropriate training and awareness sessions on equality, diversity and inclusion.

• Reviewing recruitment, development and service delivery processes to eliminate bias.

• Offering clear and confidential ways to raise concerns, with a firm commitment to fair and timely action.

• Actively seeking feedback from staff, members and stakeholders to guide improvements.

Responsibilities

• Leaders and managers must set the tone, model inclusive behaviour and ensure fair practices.

• All individuals are expected to treat others with respect and contribute to a welcoming culture.

• Designated officers or committees will oversee progress, monitor implementation and make recommendations for further action.

Monitoring and Review

This policy will be reviewed annually, or sooner if circumstances require, to ensure it remains effective and relevant. Any updates will be communicated openly, along with actions taken to strengthen inclusion across the organisation.