Equality, diversity and inclusion policy

This policy applies to employees, workers and contractors.

An inclusive work culture where people of different backgrounds are valued equally will ensure better outcomes for us all. We continually engage with our staff as well as external partners to help us understand how we can make our workplace more inclusive, and to gain insight into what our staff need most from us.

The Company seeks to promote the principles of equality, diversity and inclusion in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public. Everyone who acts on the Company’s behalf is required to adhere to this policy when undertaking their duties or when representing the Company in any other guise.

Unlawful discrimination of any kind in the working environment will not be tolerated and the Company will take all necessary action to prevent its occurrence.

The Company aims to ensure that no employee, worker or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, gender reassignment, race (including colour, nationality, caste and ethnic origin), disability, sexual orientation, marital status, part-time status, pregnancy or maternity, age, religion or belief, political belief or affiliation, or trade union membership. This commitment applies to all aspects of employment, including:

• recruitment and selection, including advertisements, job descriptions, interview and selection procedures
• training
• promotion and career development opportunities
• terms and conditions of employment, and access to employment related benefits and facilities
• grievance handling and the application of disciplinary procedures
• selection for redundancy

Equality, diversity and inclusion practice develops constantly as social attitudes and legislation change. The Company reviews all policies and implements necessary changes where these could improve equality of opportunity.

When working for or representing the Company, you must:

• present the best of yourself at work and support your colleagues, so that we encourage an engaged, welcoming and committed workplace which realises the potential of all involved
• understand the policies surrounding equality, diversity and inclusion in the capacity of your role, and how they affect both you and your colleagues
• be receptive and open to differences, and where appropriate challenge your own thinking so you do not make assumptions about colleagues or customers who may be different to you
• understand the full breadth of the negative impact discrimination of any kind can have on the Company, our customers and your colleagues
• follow the appropriate channels to challenge behaviours that are not inclusive
• keep this policy at the forefront of your mind when dealing with customers, in order to respect their differences and represent the Company in the correct light

In addition, managers must:

• establish inclusive values throughout their team, so differences are valued and inappropriate behaviour is challenged swiftly
• take appropriate action where there is a clear breach of this policy, in order to discourage such behaviour, and supply relevant training to encourage correct behaviours
• be a clear role model, demonstrating that their own actions and behaviours are in line with the Company’s inclusion commitment
• ensure inclusion is prevalent at every stage from induction to exit, that decisions are based completely on merit, and that clear opportunities to develop skills and potential are available to all

The Company actively promotes equality of opportunity for all candidates, including those with criminal records where appropriate. We require you to provide details of any relevant criminal record at an early stage in the application process. Specific rules about which convictions and spent convictions you should disclose, and those you need not disclose, known as protected convictions, are contained in legislation.

Any such information should be sent in a separate confidential letter to the designated person. Only those who need to see it as a formal part of the recruitment process will have access to this information.

Having a criminal record will not necessarily prevent you from being appointed. Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence. The Company will discuss with you the relevance of any offence to the job in question. If you fail to reveal any information relating to disclosures in accordance with the Company’s Disclosures Policy, this may lead to the withdrawal of an offer of employment.

While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit. Everyone will have equal access to training and other career development opportunities appropriate to their experience and abilities. The Company will take appropriate positive action measures, as permitted by equal opportunities legislation, to provide specialist training and support for groups that are under-represented in the workforce.

Everyone is responsible for the promotion and advancement of this policy. Behaviour, action or words that breach the policy will not be tolerated and could be deemed an act of discrimination.

The Company treats seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties, and will take action where appropriate. If you believe you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or another senior manager using the Company’s Grievance Procedure.

Allegations regarding potential breaches of this policy are treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment.

If you are accused of unlawful discrimination, the Company will investigate the matter fully. During the investigation you will be given the opportunity to respond to the allegation and provide an explanation of your actions. If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action. If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

The Company may carry out monitoring for the purposes of measuring the effectiveness of this Equality, Diversity and Inclusion Policy.