Equality, Diversity and Inclusion Policy
Swanbay Limited is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating all forms of discrimination.
The aim is for our workforce to be truly representative of all sections of society and for each employee to feel respected and able to give their best.
The organisation is also committed to avoiding discrimination towards its customers or the public in general.
The policy’s purpose is to:
- Emphasise equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- Not unlawfully discriminate against anyone due to their protected characteristics 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 and sexual orientation as detailed in the UK Equality Act 2010 and in similar legislation in other countries.
- Oppose and avoid all forms of 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, and selection for employment, promotion, training or other developmental opportunities
Swanbay Limited commits to:
- Encourage equality, diversity and inclusion in the workplace as they are simply good practice and also make business sense
- Create a working environment free from bullying, harassment, victimisation and unlawful discrimination, instead promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and discrimination.
All staff should understand they, as well as their employer, may 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.
- 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.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious 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 in sexual assault allegations. In addition, harassment under the UK Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence. Many other countries have equivalent legislation.
- 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.
- Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the UK Equality Act).
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in laws or social attitudes.
- Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability encouraging equality, diversity and inclusion, and in meeting 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.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.
Details of the organisation’s grievance and disciplinary policies and procedures can be found on the Swanbay Intranet in the Staff Handbook. This includes with whom an employee should raise a grievance – usually their line manager.
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 in the UK. Other countries’ laws may have different time limits.