Nostairway Creative Equal Opportunities and Diversity Policy
Revision January 2021
Nostairway Ltd is committed to encouraging equality and diversity among our employees and eliminating discrimination of all kinds. The aim is for our employees to be truly representative of all sections of society and for each member to feel respected and able to give their best.
In providing goods, services or facilities – the organisation is also committed against unlawful discrimination of customers or the public
The policy’s purpose is to:
• Provide equality, fairness and respect for everyone in our employment, temporary, part-time or full-time.
• Not discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, , pregnancy and maternity, marriage and civil partnership race (including colour, nationality, and ethnic or national origin), belief and religion, sex (gender) and sexual orientation.
• Restrict and avoid all forms of unlawful discrimination. This includes in remuneration, terms and conditions of employment, dealing with grievances and discipline, redundancy, dismissal, 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 acceptance in the workplace as they are good practice and make good business sense.
• Create a good working environment free of bullying, harassment. Also 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.
Equal Opportunities and Diversity Policy Nostairway
• 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 any 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 also 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, 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 the equality policy
Monitoring will also include assessing how the equality policy, and any sporting action plan, 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 and has been agreed with employee representative, Robert Marshall. Details of the organisation’s grievance and disciplinary policies and procedures can be found in the staff manual on the Nostairway Intranet.
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.