Take 1 is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

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.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
• not unlawfully discriminate because of the Equality Act 2010 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.
• oppose and avoid all forms of unlawful 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.

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• 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.
• Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

• 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
• 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 Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
• 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 Equality Act).
• Review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in 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 equal opportunities, diversity and inclusion policy is fully supported by senior management.

Details of the organisation’s grievance and disciplinary policies and procedures can be found here (insert link).  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.

This Policy ensures that all employees, prospective employees and clients will receive equal treatment and consideration.  It deals with all professional dealings by personnel and covers:

• Employment;

• Recruitment and selection;

• Training, promotion and conditions of service;

• The provision of services to clients;

• Interaction with everyone involved in or incidental to the provision of services by the company.

Definitions

 The following are the kinds of discrimination that are against the company’s policy:

• Direct discrimination where a person is less favourably treated because of their religion or belief, marital status or civil directorship, race, colour, nationality, ethnic or national origins, disability, sexual orientation or gender reassignment. An example is if someone is refused promotion on the grounds that he or she is a certain age, or black, or disabled, or if she is a woman, or a combination of these examples.

• Indirect discrimination where a requirement or condition, which cannot be justified, is applied equally to all groups but has a disproportionately adverse effect on one particular group. An example is where an age limit for new recruits may exclude many women of that age group because they are unable to apply for the job as a result of family commitments, or the restricting of recruitment to areas where there are few ethnic minorities, or a requirement which is non-essential to the job description which may exclude a disabled person (such as the requirement for a driving licence for job which is mainly office based).

• Victimisation where someone is treated less favourably than others because he or she has taken action against the company under the Equality Act 2010.

• Displaying inappropriate images including nude or semi-nude calendars, posters and PC screen savers can be offensive and will not be tolerated.

• Harassment consists of any unwanted conduct affecting the dignity of women and men at work. It includes unwelcome physical, verbal or non-verbal conduct and it could amount to unlawful discrimination. It can involve a single incident or may be persistent and may be directed towards one or more individuals. In addition to racial and sexual harassment, for the purposes of this policy, harassment on the basis of age, disability, health, social class, religion, sexual orientation, nationality or employment status are also included.

• Unwanted physical contact such as unnecessary touching, patting, pinching, brushing against another individual’s body, insulting behaviour or gestures, physical threats and assault.

• Unwanted verbal conduct such as unwelcome advances, names, innuendo, lewd comments, abusive language, references to a person’s gender, colour, race etc.

• Unwanted non-verbal conduct such as racially or sexually based graffiti referring to an individual’s characteristics or private life, abusive or offensive gestures, display of pornographic or suggestive literature or other items and inappropriate use of visual display units.

• Bullying including persistent criticism and personal abuse and/or ridicule, either in public or private, which humiliates or demeans the individuals involved, gradually eroding their self-confidence.

• Other conduct, which denigrates, ridicules, intimidates or is physically abusive of an individual or group.

These examples are not exhaustive. Much of this behaviour is considered to be gross misconduct and will result in summary dismissal. None of the above types of behaviour will be tolerated. All will result in a disciplinary investigation and may constitute gross misconduct depending upon the circumstances of the case in question.

Employment issues

 The Company will treat all employees and job applicants equally and fairly and will not unjustifiably discriminate against them in relation to any of the Company’s arrangements for recruitment, promotion, training, terms and conditions, grievances, disciplinary processes, termination of employment, the allocation of work or any other employment related matters.

The Company acknowledges the benefits of a diverse workforce and will take appropriate steps to ensure that its recruitment processes reflect this at all stages.

The Company will use its best endeavours to comply with any prevailing guidance, policies and targets for the employment of ethnic minorities.

The Company will treat all employees equally and will create a working environment that respects diverse backgrounds and beliefs and is free from discrimination and harassment.

The Company will ensure that promotion is made on the basis of merit and that discriminatory influences are not allowed to affect those decisions, that selection criteria are kept under review and that positive action measures are taken where it is appropriate and legal to do so.

Complaints and disciplinary issues

The company will treat seriously, and will take action where appropriate concerning, all complaints of discrimination or harassment on any of the forbidden grounds made by employees, clients, or other third parties. All complaints will be investigated in accordance with the company’s grievance or complaints procedure and the complainant will be informed of the outcome. Any person who is found to have unlawfully discriminated or harassed or bullied anyone in contravention of the terms of this Policy will become subject to the appropriate disciplinary measures.

Responsibilities

 The CEO is responsible for this Policy and for ensuring that it is implemented across the company and that all employees adhere to its provisions.

All employees are required to adhere to the terms and conditions of this policy and should understand that this policy is also incorporated into their contract of employment.

Directors are responsible for ensuring that this policy is applied within their own department/office. Any queries on the application or interpretation of this policy should be discussed with the HR Manager prior to any action being taken.

 Monitoring and Review

This policy will be monitored by the company to judge its effectiveness and will be reviewed and updated if necessary, on an annual basis.   The CEO will ensure that all of the policies, practices and procedures of the Company are amended in order to take account of the provisions if this policy and will monitor:

• The gender, age, religion, sexual orientation and ethnic composition of the workforce as well as the number of disabled employees at different levels of the organisation.

• The operation of this policy will be on an on-going basis and will evaluate the effectiveness of this policy in achieving its objectives and recommend such changes as are required to ensure its future

Any act of discrimination, bullying, harassment, unfair treatment or breach of the provisions of this policy will result in disciplinary or other appropriate action being taken against the person concerned and the company will treat seriously any allegation that such an act has taken place.