Equality and Diversity Policy

Purpose of the policy

  1. Company’s position: The Company supports the principle of equal opportunities and opposes discrimination on the basis of sex, pregnancy, marital or civil partnership status, gender reassignment, race, disability, sexual orientation, religious belief, part time or fixed term employment and age. Being a committed equal opportunities employer, the Company will take all reasonable steps to ensure that employees are treated equally and fairly in respect of these matters. All policies and practices will conform with the principle of equal opportunities in terms of recruitment, selection, training, promotion, career development, discipline, redundancy and dismissal. Our staff and applicants for employment shall not be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes.

To whom does this policy apply?

  1. Application: This policy applies to the Company’s employees, to job applicants and to Contractors.
  2. Duties: All individuals to whom this policy applies have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, whether junior or senior to them. In some situations, the Company may be at risk of being held responsible for the acts of individuals and therefore shall not tolerate any discriminatory practices or behaviour.

Personnel responsible

  1. Overall responsibility: Margery Bone has overall responsibility for the effective operation of the Company’s equal opportunities policy and for ensuring compliance with the relevant statutory framework prohibiting discrimination. Margery Bone has delegated day-to-day responsibility for operating the policy and ensuring its maintenance.
  2. Management: Those working at a management level have a specific responsibility to set an appropriate standard of behaviour, to lead by example and to ensure that those they manage adhere to this policy and promote the aims and objectives of the Company with regard to equal opportunities.
  3. Questions about this policy: All individuals to whom this policy applies are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives. If you are involved in management or recruitment, or if you have any questions about the content or application of this policy, you should contact Margery Bone.

Disability discrimination

  1. Informing the Company: If you are disabled, or become disabled whilst working with us, you are encouraged to tell us about your condition. This is to enable us to support you as much as possible.
  2. Reasonable adjustments: You may also wish to advise your Line Manager or head of department of any reasonable adjustments to your working conditions or the duties of your job which you consider to be necessary, or which would assist you in the performance of your duties. Your Line Manager or head of department may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and they will be accommodated where possible and proportionate to the needs of your job. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments and, if this is the case, we will ensure that we provide you with information as to the basis of our decision not to make any adjustments.
  3. Access: The Company shall monitor the physical features of its premises to consider whether they place disabled users of the premises at a substantial disadvantage compared to other users. Where possible and proportionate, the Company will take steps to improve access for disabled users of the premises.

Breaches of the policy

  1. Complaints: If you believe that there has been a breach of this policy (including either that you have suffered a disadvantage or been harassed) you are encouraged to raise the matter through the Company’s grievance procedure or its anti-harassment and bullying policy. Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure.
  2. False allegations: These procedures apply during and after termination of your engagement with the Company. Individuals who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach in this policy which are found to have been made in bad faith will, however, be dealt with under the disciplinary and dismissal procedure where appropriate.
  3. Disciplinary action: If, after investigation, you are proven to have bullied or harassed any other worker on the grounds of sex, marital or civil partnership status, sexual orientation, religion or belief, race, disability or age or otherwise acted in breach of this policy, you will be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may mean that it is necessary for the Company to terminate your employment/engagement immediately. The Company will take a strict approach to serious breaches of this policy.

Revision of policy

  1. Review: This policy is reviewed annually by the Company. Recommendations for any amendments should be reported to Margery Bone.