Equality Diversity and Inclusion Policy

POLICY STATEMENT

Connect It All is an equal opportunities employer and as such will endeavour to ensure that all employees and prospective employees are treated equally regardless of any protected characteristics.

We will treat everyone who works with or for us, or who engages in our services, with dignity, respect, equality and fairness and will challenge discrimination should it arise.

We will work to eliminate discrimination, harassment, victimisation and any other inappropriate conduct.

We will promote equality, diversity and inclusion and observe human rights in all that we do.

SCOPE OF POLICY

This policy applies to all employees and company directors.

This policy also governs the expectations we have of those who engage our services and those who we work in partnership with.

AIMS AND OBJECTIVES

The main aims of this policy are to:

• Confirm our commitment to equality, diversity and inclusion.
• Set out the principles which shape, inform and drive our approach.
• Support employees to uphold the values and principles of equality, diversity and inclusion.
• Provide an environment where everyone has the potential to grow, learn and feel included.

DEFINITIONS

This policy includes the following definitions from The Equality Act 2010:

• Associative discrimination – discrimination against someone because they associate with another person who possesses a protected characteristic.
• Direct discrimination – occurs when one person is treated less favourably than another because of a protected characteristic.
• Diversity – recognising that although we have things in common with each other, we are also different but that we are equal.
• Equality – the state of being equal. Specifically in status, rights, and opportunities.
• Equity – giving everyone what they need as individuals to have an equal opportunity for success.
• Harassment – unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. It is not the intention of the harasser, but how the recipient perceives their behaviour, that determines whether harassment has occurred.
• Inclusion – where those differences (diversity) are seen as a benefit, and where perspectives and differences are shared, leading to better decisions.
• Indirect discrimination – occurs when a requirement or condition which appears to be fair has a disproportionate adverse impact on one or more protected characteristics (groups) when applied. This is still discrimination even though there was no intent to discriminate.
• Perceptive discrimination – direct discrimination against an individual because others think they possess a particular protected characteristic.
• Protected characteristics – the 9 protected characteristics according to the act are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• Reasonable adjustments – for people with disabilities, the Equality Act 2010 imposes a duty to make reasonable adjustments which: take steps to remove the disadvantage imposed, take steps to address the disadvantages caused by a physical feature, provide an auxiliary aid where it is appropriate to do so.
• Victimisation – where an individual is treated less favourably than others because they have asserted legal rights or have assisted another person to do so.

LEGISLATION, REGULATIONS, STANDARDS AND GUIDANCE

The key legislation, regulations, standards and guidance relating to this policy are as follows:

• The Equality Act 2010 (England and Wales)
• Human Rights Act 1998
• The Modern Slavery Act 2015

As an employer, Connect It All is committed to compliance with the legislation which protects individuals from discrimination in any form relating to one or more protected characteristic.

The act makes discrimination in employment unlawful.

Advice and guidance will be given to employees on the application of this policy.

CONNECT IT ALL ROLES AND RESPONSIBILITIES

• No local procedures will contradict or vary this policy.
• Advice and guidance will be given to employees on the application of this policy.
• To lead by example.
• To deal with any concerns regarding discrimination or harassment promptly and fairly.

EMPLOYEE ROLES AND RESPONSIBILITIES

• To comply with this policy and support colleagues to also do so.
• To not discriminate against any person or victimise, harass or intimidate any person who has, or is perceived as having, one or more protected characteristic.
• Report any incidents of discrimination, harassment or intimidation that have been witnessed.
• Report any experiences of discrimination, harassment or intimidation that have occurred whilst working for or representing Connect It All.

TRAINING, MANAGING AND MONITORING COMPLIANCE

We take a strict approach to breaches of this policy. Any breach of this policy will be dealt with in line with the disciplinary policy.

There must be no victimisation of or retaliation against anyone who complains about discrimination.

Cases of discrimination or making a false allegation deliberately and in bad faith may be treated as gross misconduct.

There is no specific training associated with this policy.

This policy will be periodically reviewed to ensure it continues to meet external requirements and business development.

Employees will be notified of any changes to this policy.

All employees will have access to this policy via Sharepoint.

WORKING ENVIRONMENT

We aim to create an environment for employees where we treat each other with respect and dignity and where we value diversity.

Selection for employment will be based on aptitude and ability.

EQUALITY IMPACT ASSESSMENT (EIA)

All our policies must comply with relevant legislation. This includes but is not limited to:

• Employment Act 2008
• Employment Relations Act 1999
• Employment Rights Act 2010
• Fixed Term Employees Prevention of Less Favourable Treatment Regulations 2001
• Part Time Workers Prevention of Less Favourable Treatment Regulations 2000
• Health & Safety at Work Act 1974
• Human Rights Act 1998

All employees, colleagues and members of the public should be treated fairly and with respect regardless of the following protected characteristics:

• Age
• Disability
• Gender reassignment
• Marriage or civil partnership
• Pregnancy and maternity
• Race
• Religion
• Sex
• Sexual Orientation

POLICY CHANGES

To comply with regulations and legislation in place at the time, changes may periodically be made to this policy and any related policy or procedure.