Equality, Diversity and Inclusion Policy

The organisation is also committed to fighting unlawful discrimination against customers or the public when providing goods, services, and facilities.

This policy’s purpose is to:

  1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time

  2. Not unlawfully discriminate because of:
  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation
  1. Oppose and avoid all forms of unlawful discrimination. This includes in:
  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:

  1. Encourage workplace equality, diversity, and inclusion as they are good practices and make business sense.

  2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.

    All staff should understand that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination against fellow employees, customers, suppliers, and the public in the course of their employment.
  1. We take seriously complaints of bullying, harassment, victimisation, and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public, and others in the course of the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Severe complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as sexual assault allegations.
  1. Make opportunities for training, development, and progress available to all staff. They will be helped and encouraged to develop their full potential so that their talents and resources can be fully utilised to maximise the organisation's efficiency.
  1. Review employment practices and procedures when necessary to ensure fairness and update them and the policy to reflect changes in the law.

  2. Monitor the workforce's makeup regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability to encourage equality, diversity, and inclusion and to meet the aims and commitments set out in the equality, diversity, and inclusion policy.

    Monitoring will also include assessing how the equality, diversity, and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.