Equality, Diversity and Inclusion Policy

 

In accordance with the principle of ensuring dignity at work for all employees, the management team and all employees in the group are fully committed to providing and maintaining a working environment that positively avoids discrimination. In recognising and respecting the needs of individuals, we believe that everyone should be afforded equal opportunity in all recruitment, training and employment matters within their company. To this end, all employees are expected to contribute to a business culture of openness, honesty and trust.

This policy will help you to understand the purpose of providing equality in employment opportunities and the benefits of recognising and promoting diversity within the workforce. All employees should be mindful of the need to treat others fairly and to promote equal treatment for employees, prospective employees, customers and associates of the business.

 

1. POLICY AIMS

• Foster and encourage a working environment of openness and trust.
• Ensure fairness and consistency in the application of employment policies and practices.
• Reflect the diverse nature of the communities in which we operate, in our workforce.
• Ensure that no employee or job applicant receives less favourable treatment on the grounds of any condition or requirement that cannot be shown objectively justified.
• Ensure that the needs, skills and potential of all individuals within the business are recognised and respected.
• Identify practises, procedures and customs in all areas of the organisation, which unfairly discriminate and replace them with those that ensure equality of opportunity.
• Communicate the legal and social responsibilities of managing diversity to all employees.
• To recognise the right of employees to work in an environment free of harassment and communicate the procedure to follow if any form of harassment occurs.

 

2. SCOPE OF POLICY

All forms of prejudice and discrimination (less favourable treatment) are unacceptable and it is the duty of all stakeholders to accept a responsibility to promote equality of opportunity and fair treatment across the business. This policy is intended to enable the business to meet its statutory duties in relation to the  Equality Act 2010, in particular the nine ‘protected characteristics’ which are:

• Age
• Disability
• Gender re-assignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (Including colour, nationality, and ethnic or national origin)
• Religion or belief
• Sex
• Sexual orientation

 

Discrimination can take several forms:

Direct discrimination is when someone is treated worse than someone else just because of a protected characteristic.  For example, it would be direct discrimination if a manager excludes an employee from a training course just because of their religion or belief.

It is also direct discrimination when someone is treated worse than someone else because they associate with someone with a protected characteristic or because they are perceived to have a protected characteristic.  For example, it would be direct discrimination if an employee ostracised a colleague because the colleague has a gay flatmate or because they think that the colleague is gay.

Indirect discrimination is when an apparently neutral practice or requirement disproportionately disadvantages one group and cannot be justified by the needs of the business. For example, imposing a requirement that job applicants must speak fluent English disproportionately disadvantages non-English groups and would be unlawful unless it could be justified on genuine business grounds.

It is also discrimination when a disabled person is treated unfavourably because of something connected to their disability and this cannot be justified by the needs of the business or when the business fails to make reasonable adjustments for a disabled person.

 

3. POLICY STANDARDS 

All employees are expected to treat others equally irrespective of their gender, marital status, sexual orientation, physical ability, age, race, religion and colour, or ethnic or national origin. An employee who is found to have discriminated against, harassed or bullied another employee or contact of the Company (e.g. customer), will be liable to disciplinary action up to and including dismissal.

The policy is a framework for the best practice in policy, procedure, custom and practice in the business. The following statements set out ideal operating standards for our employees and managers to maintain the letter and spirit of the policy in working time:

The Company will strive to ensure that all people have equal opportunity in terms of recruitment, selection, training, development and promotion.

Consideration for job offers, training, promotion and development is based on stability for the role, requirements of the job and other objectively relevant criteria.

Employees will be given equal opportunity to demonstrate their ability and to develop, both personally and professionally. There will be no discrimination in terms and conditions of employment or the application of any Company procedures.

 

4. IMPLEMENTATION

It is the personal responsibility of every employee to conduct themselves in accordance with this policy, during work time. Any individual found to be involved in discriminatory conduct of any nature will be subject to formal disciplinary action, up to and including dismissal. 

If a person considers themselves to have suffered unequal treatment on any of the above grounds a formal complaint should be raised through the grievance procedure.

Throughout the grievance, they should:

• Uphold the letter and spirit of this policy.
• Lead by example and set specific behavioural standards.
• Maintain a standard of professional conduct between colleagues.
• Take prompt action to stop any form of discrimination as soon as it is identified by using the correct channels.
• Make clear to all employees that discriminatory or offensive behaviour is not acceptable.

 

5. MONITORING

Any reported incidences of discrimination or any other form of less favourable treatment will be investigated thoroughly. Discrimination and harassment as defined within this policy is unlawful and such matters will be treated seriously. 

 

6. MANAGING DIVERSITY

It is company policy to manage the diversity of employees by building an inclusive workforce fostering an environment that respects the individual and offering opportunities for everyone to develop to their full potential. Diversity is the mixture of differences and similarities each employee brings to the workplace to accomplish the goals and objectives of the business.

We also recognise that we work in a richly diverse community and understand the strategic importance of achieving a diverse workforce, which reflects that community. We undertake to recruit, develop and retain the most talented people by valuing the varied skills and experiences they bring to the company; by investing in their training and development; by treating staff fairly and equitably; by combating harassment and discrimination at work and by encouraging an honest and open culture that values the difference between us.

Every employee has an active role in implementing Workplace Diversity. Managers at all levels share responsibility and accountability for achieving a truly diverse workforce and an inclusive environment in which to work. For managing diversity to be integrated successfully at all levels of the organisation initiatives must be guided by full commitment from the management team and full participation from the workforce. 

Full support of this policy is critical to diversity management becoming an integral part of the organisation and benefiting not only the individual but enabling us to nurture creativity and innovation and maximise capacity for growth and improved competitiveness, thereby securing the longer-term future of our business.

 

For more about our workplace environment please see our Workplace Values.