Equality and Diversity Policy

Equality and Diversity Policy
Ajasin Chambers (‘the organisation’) is committed to encouraging equality and diversity
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 services is also committed against unlawful discrimination
towards customers or the public.
The policy’s purpose is to:
1. provide equality, fairness and respect for all in our employment, whether temporary,
part-time or full-time;
2. not unlawfully discriminate because of the Equality Act 2010 protected
characteristics of age, disability, gender;
3. 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; and
4. 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 and diversity in the workplace as they are good practice and make
business sense; and
• 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.
The Organisation shall take seriously complaints of bullying, harassment, victimisation and
unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and
any others during 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.
The Organisation commits to 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 shall be based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
The Organisation shall 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.
The Organisation shall 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.
If you wish to see the organisation’s grievance and disciplinary policies and procedures,
please ask for a copy. These include with whom an employee should raise a grievance –
usually their line manager.
Use of the organization’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.