Equality, Diversity and Dignity at Work

Introduction 

Discrimination is unlawful when it takes place on one of the following grounds (the ‘protected characteristics’): age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation.

We aim to avoid discrimination in all aspects of employment and recruitment. Our approach to different aspects of employment and recruitment is set out below.

Recruitment and Selection

We aim to ensure that job requirements and job selection criteria are clear and based only on what is required to get the job done effectively. We will avoid making stereotypical assumptions based on protected characteristics about who is able to do a particular job.

We aim to ensure that no job applicant is placed at a disadvantage by practices or requirements which disproportionately disadvantage protected groups and which are not justified by the demands of the job.

Where appropriate we will draw up a clear and accurate job description and person specification to ensure that we remain focussed on what the job involves and the skills, experiences and qualifications which are relevant and necessary to do the job. If a job can be done flexibly, we aim to say so in the recruitment process/job description. Where appropriate, shortlisting for interview will be done by two managers using a pre-agreed marking system that is applied fairly and consistently to all applicants. If we hold interviews, we will try to ensure that more than one person conducts them to ensure that we avoid unintentional bias.

We will not ask for personal or irrelevant information on application forms or in interviews. We will focus instead on whether someone has relevant skills, qualities and experience to do the job.

Where appropriate we will draw up a clear and accurate job description and person specification to ensure that we remain focussed on what

the job involves and the skills, experiences and qualifications which are relevant and necessary to do the job. If a job can be done flexibly, we aim to say so in the recruitment process/job description. Where appropriate, shortlisting for interview will be done by two managers using a pre-agreed marking system that is applied fairly and consistently to all applicants. If we hold interviews, we will try to ensure that more than one person conducts them to ensure that we avoid unintentional bias.

We will not ask for personal or irrelevant information on application forms or in interviews. We will focus instead on whether someone has relevant skills, qualities and experience to do the job. Promotion, training and appraisals Annette to consider

Promotion and training decisions will be made on the basis of merit. We will not unlawfully discriminate against an employee in making promotion or training decisions. We believe all employees should have an equal opportunity to progress and develop.

Working conditions and terms of employment

We will try to accommodate cultural or religious practices such as prayer requirements where we reasonably can. If you wish to discuss any individual requirements then you should refer the matter to your line manager and/or HR Department.

We will ensure that decisions made under our disciplinary, grievance, and attendance management policies are carried out fairly and without discrimination.

We aim to ensure that our pay systems are fair and free from discrimination.

Disabled Employees

We will make adjustments to accommodate disabled employees where possible and reasonable. For example, we can provide extra equipment or support, we can re-arrange duties and we can make changes to our premises in appropriate cases. If you think you may have a disability, you are encouraged to tell the business about this so that we can explore what adjustments might be appropriate.

Training on equalities         

We will train our managers and those responsible for recruitment on understanding and avoiding discrimination.

Monitoring

We may ask job applicants and employees for information about some of their protected characteristics. We do this to help us to establish whether our equality policy is effective in practice and to take action where we think it is needed to address problems or reduce disparities.

We collect this information anonymously and we will use it only for monitoring purposes and not for any other purpose. We will protect the confidentiality of the information given to us.

Your rights and responsibilities

You have the right not to experience unlawful discrimination in our workplace. You also have a responsibility to understand this policy and help us to implement it.

All employees have a duty not to discriminate against each other and not to help anyone else do so.

You must not discriminate against any of our visitors/ customers/suppliers. Equally, we expect our visitors/ customers/suppliers not to discriminate against you and we will take appropriate action against any visitor/customer/ supplier found to have done so.

If, after investigation, we decide that you have acted in breach of this policy you may be subject to disciplinary action up to and including dismissal. This applies to the most senior levels of management as well as to all other employees.

What to do if you have been discriminated against

If you believe you may have been discriminated against, please tell us. You can speak informally with your manager or anyone in HR. If you want to make a more formal complaint, you are encouraged to raise the matter through our standard Grievance Procedure.

Allegations of potential breaches of this policy will be treated seriously. Employees who make such allegations in good faith will not be victimised or treated less favourably as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our disciplinary procedure.

Policy review and promotion

We will promote and publicise our Equality Policy as widely as possible when recruiting and using our induction packs, notice boards and handbooks.

We will review our Equality Policy on a regular basis.

 Last updated:   21^st August 2019

Introduction

Our objective is to have a workplace which is free from harassment and bullying and to ensure that all employees are treated with dignity and respect.

It is the responsibility of all employees to comply with this procedure and the particular responsibility of supervisors and managers to ensure it is carried out, with a view to developing and maintaining a working environment in which harassment and bullying are understood by all to be unacceptable.

Policy objective

All employees have a duty not to bully or harass each other or to help anyone else to do so.

We will not tolerate bullying or harassment in our workplace or outside of the workplace at work-related events or via comments made on any social media networks, whatever the seniority of the perpetrator and whether the conduct is  a one-off act or repeated course of conduct, and whether done purposefully or not. Neither will we tolerate retaliation against, or victimisation of, any person involved in the bringing of a complaint of harassment or bullying.

We will take appropriate action if any of our employees are bullied or harassed by our customers or suppliers.

If, after investigation, we decide that you have harassed or bullied another employee, then you may be subject to disciplinary action, up to and including dismissal. Retaliation or victimisation will also constitute a disciplinary offence, which may in appropriate circumstances lead to dismissal.

Allegations of bullying and harassment will be treated seriously. Investigations will be carried out promptly, sensitively and, as far as possible, confidentially. Employees who make allegations of bullying or harassment in good faith will not be treated less favourably as a result.

False accusations of harassment or bullying can have serious effect on innocent individuals. You have a responsibility not to make false allegations. False allegations made in bad faith will be dealt with under our disciplinary procedure.

Inappropriate behaviour

‘Bullying’ or ‘harassment’ are phrases that apply to treatment from one person (or a group of people) to another that is unwanted and that has the effect of violating that person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that person.

Examples of bullying and harassment include:

• Verbal abuse or offensive comments, jokes or pranks related to age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation;
• Lewd or suggestive comments;
• Display of ‘pin-ups’, pornography, inflammatory or abusive literature or graffiti;
• Deliberate exclusion from conversations or work activities;
• Withholding information a person needs in order to do their job;
• Practical jokes, initiation ceremonies or inappropriate birthday rituals;
• Physical abuse such as hitting, pushing or jostling;
• Rifling through, hiding or damaging personal property;
• Subjecting a person to humiliation or ridicule, belittling their efforts, often in front of others

Bullying does not include appropriate criticism of an employee’s behaviour or proper performance management.

It is important to recognise that conduct which one person may find acceptable, another may find totally unacceptable. All employees must, therefore, treat their colleagues with respect and appropriate sensitivity.

What you should do if you are being bullied or harassed by a customer or supplier

If you are being bullied or harassed by a customer, supplier or someone else with whom you come into contact at work, please raise this with your immediate manager. We will then decide how best to deal with the situation, in consultation with you.

What you should do if you are being bullied or harassed by a colleague

If you are being bullied or harassed by another employee, you should raise your complaint with the HR Department who will appoint an appropriate manager to deal with your complaint.

Where we think that a disciplinary offence has been committed, we will instigate our disciplinary procedure and will keep you informed of the outcome.

Policy review and promotion

We will promote and publicise our Dignity at Work Policy as widely as possible using our induction packs, notice boards and handbooks.

We will review our Dignity at Work Policy on a regular basis.

Last updated:    21^st August 2019