Equality Policy Statement
In Professional Development is committed to encourage equality and diversity among our workforce and eliminate unlawful discrimination.
We aim for our workforce to truly represent all sections of society and our customers. We also strive for every 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.
Our Equality Policy’s purpose is to:
- Provide equality, fairness, and respect for everyone 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 (gender) and sexual orientation.
- 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, parental leave, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
The organisation commits to:
- Encourage equality and diversity in the workplace as a best practice for the business.
- 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.
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.
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.
- Act on 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. Last reviewed 30.01.2020.
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 further notice. Furthermore, sexual harassment may amount to both an employment rights matter and a criminal matter, such as sexual assault allegations. Additionally, 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.
- Base decisions concerning staff on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review and update employment practices, policies, and procedures when necessary, to ensure fairness and to take account of changes in the law.
- Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability to encourage equality and diversity, and to meet the aims and commitments set out in the Equality Policy.
Monitoring will also include assessments of how the Equality Policy, and any supporting action plans, are working in practice, reviewing them annually, and considering and taking action to address any issues.
The Equality Policy is fully supported by senior management.
Details of the organisation’s grievance and disciplinary policies and procedures can be found in the Staff Handbook.