File Location: Shared Drives/Documents/Policies
Introduction
1. Stack8s Ltd is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination.
2. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
3. The organisation, in delivering goods, services, and facilities, is committed to preventing unlawful discrimination against customers or the public.
4. The Purpose of Policy
4.1 Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
4.2 Prevent unlawful discrimination based on any characteristic protected under the Equality Act 2010, specifically, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including color, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation.
4.3 Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training, or other developmental opportunities.
5. The Organisation Responsibilities
5.1 Encourage equality and diversity in the workplace.
5.2 Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
5.3 Take seriously complaints of bullying, harassment, victimisation, and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public, and any others in the course of the organisation’s work activities.
5.3.1 Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
5.3.2 Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
5.4 Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
5.5 Make decisions concerning staff based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
5.6 Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
5.7 Monitor the makeup of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in this policy.
5.7.1 Monitoring will also include assessing how this equality policy is working in practice, reviewing it REVIEW FREQUENCY, and considering and taking action to address any issues.
5.8 This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
5.9 All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
5.10 The equality policy is fully supported by SENIOR LEADERS
6. How to Make a Claim
6.1 Details of the organisation’s grievance and disciplinary policies and procedures can be found LOCATION OF GRIEVANCE AND DISCIPLINARY POLICIES
6.2 Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.