The Company opposes all forms of unfair and unlawful discrimination, therefore, all employees, workers or self-employed contractors whether part time, full time or temporary, will be treated fairly and with respect.
This policy states the Company’s commitment and intent to creating an organisation that is diverse, inclusive and provides equality of opportunity for all, providing a service and following practices which are free from unfair or unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent exists We value people as individuals with diverse opinions, cultures, lifestyles and circumstances.
Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals in our Company as it seeks to develop the skills and abilities of its people.
While specific responsibility for eliminating discrimination and providing equality of opportunity lies with managers and supervisors, individuals at all levels have a responsibility to treat others with dignity and respect.
The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout the Company.
This policy applies to all employees of the Company, and to temporary workers, consultants, contractors, agents and subsidiaries acting for, or on behalf of, the Company within the UK and overseas.
It covers discrimination on the basis of the protected characteristics as set out in the Equality Act (2010)
3.1 Equality
Equality is about ensuring that every individual has an equal opportunity to make the most of their lives and talents. It is also the belief that no one should have poorer life chances because of the way they were born, where they come from, what they believe, or whether they have a disability.
3.2 Diversity
Diversity is about recognising difference and understanding and respecting those differences. It is acknowledging the benefit of having a range of perspectives in decision-making, widening participation and making a workforce representative of the organisation’s service users.
3.3 Inclusion
Inclusion is where difference is seen as a benefit, and where perspectives and differences are shared, leading to better decisions. An inclusive working environment is one in which everyone feels valued, that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances. An inclusive workplace enables a diverse range of people to work together effectively.
3.4 Direct discrimination
This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination may be because of association. An example is an advert for a job that requires ‘men only° or ‘under 30s only’.
3.5 Indirect discrimination
This is where someone is disadvantaged by an apparently neutral provision, criterion or practice (PCP) that is applied ‘across the board’ or ‘equally across a particular group’. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied ‘equally’ but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim.
3.6 Harassment
Individual or repeated, and unwelcome comments, actions, suggestions or physical contact that are found objectionable by a person from a particular group covered by this policy and would cause them discomfort in their job. Harassment cannot be justified on the grounds that it was carried out in jest.
3.7 Victimisation
Is unlawful. A person is victimised, for example, if they are given less favourable treatment than others because it is suspected or known that they have brought legal proceedings against an employer or given evidence or information relating to such proceedings or alleged that discrimination has occurred.
We need your support, to meet our commitment to ensure equality, diversity and inclusion in employment and avoid unlawful discrimination.
It is important to adhere to the spirit of the policy as you could be held personally liable as well as, or instead of, the Company for any act of unlawful discrimination.
We consider acts of discrimination against those we employ, or our customers, as disciplinary offences that may be dealt with under the disciplinary procedure.
7.1 Age
We will:
7.2 Disability
We will:
7.3 Race
We will:
7.4 Gender
We will:
8.1 Procurement and supply chain
The Company is committed to equality, diversity and inclusion in respect of achieving best value in all our procurement activities. Suppliers will be advised of the policy through the tendering and contract review processes and we will be expected to uphold our standards and principles of this policy in all their dealings.
8.2 Recruitment, Promotion & Training
All employees, applicants for jobs and contractors and consultants working for the Company will be advised of the policy.
Selection for employment, promotion, training, or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the Company.
All employees and managers will be given appropriate training on equal opportunities awareness and diversity best practice appropriate to their role.
Employees should disclose any instances of discrimination of which they become aware of to the HR Department.
If you consider that you may have been unfairly treated or subjected to direct or indirect discrimination, you may use the grievance procedure to make a complaint, where every effort will be made to secure a satisfactory resolution.
We will continuously review this Policy, together with all our employment policies and practices to maintain our focus on equality of opportunity.
We will make any changes to our policies and strategies as necessary, if, there are any significant changes to legislation, policy or practice.
The use of personal information will be treated with appropriate levels of confidentiality and will be fair and lawful.
The Company will ensure that personal information is accurate; not kept for longer than is necessary; secure; and adequate, relevant and not excessive. All information will be processed in accordance with the data protection rights of the individual.