Legal

Equality & Diversity Policy

POLICY STATEMENT

  1. Intelligent Growth Solutions recognises that     discrimination and victimisation is unacceptable and that it is in the     interests of the Company and its employees to utilise the skills of the     total workforce. It is the aim of the Company to ensure that no employee     or job applicant receives less favourable facilities or treatment (either     directly or indirectly) in recruitment or employment on grounds of age,     disability, gender / gender reassignment, marriage / civil partnership,     pregnancy / maternity, race, religion or belief, sex, or sexual     orientation (the protected     characteristics).
  1. Our aim is that our workforce will be truly representative     of all sections of society and each employee feels respected and able to     give of their best.
  1. We oppose all forms of unlawful and unfair discrimination     or victimisation. To that end the purpose of this policy is to provide     equality and fairness for all in our employment.
  1. All employees, whether part-time, full-time or temporary,     will be treated fairly and with respect. Selection for employment, promotion,     training or any other benefit will be on the basis of aptitude and     ability. All employees will be helped and encouraged to develop their full     potential and the talents and resources of the workforce will be fully     utilised to maximise the efficiency of the organisation.
  1. Our staff will not discriminate directly or indirectly, or     harass customers or clients because of age, disability, gender     reassignment, pregnancy and maternity, race, religion or belief, sex, and     sexual orientation in the provision of the Company’s goods and services.
  1. This policy and the associated arrangements shall operate     in accordance with statutory requirements. In addition, full account will     be taken of any guidance or Codes of Practice issued by the Equality and     Human Rights Commission, any Government Departments, and any other     statutory bodies.

OUR COMMITMENT

·        To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

·        Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

·        Training, development and progression opportunities are available to all staff.

·        To promote equality in the workplace which we believe is good management practice and makes sound business sense.

·        We will review all our employment practices and procedures to ensure fairness.

·        Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

·        This policy is fully supported by senior management.

·        The policy will be monitored and reviewed regularly.

RESPONSIBILITES OF MANAGEMENT

  1. Responsibility for ensuring the effective implementation     and operation of the arrangements will rest with the Chief Executive /     Business Owner. Directors / Managers will ensure that they and their staff     operate within this policy and arrangements, and that all reasonable and     practical steps are taken to avoid discrimination. Each manager will     ensure that:

·        all their staff are aware of the policy and the arrangements, and the reasons for the policy;

·        grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;

·        proper records are maintained.

  1. Head Office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.

 

RESPONSIBILITIES OF STAFF

  1. Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
  2.  

·        comply with the policy and arrangements;

·        not discriminate in their day to day activities or induce others to do so;

·        not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.

·        ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.

·        inform their manager if they become aware of any discriminatory practice.

THIRD PARTIES

  1. Third-party harassment occurs where a Intelligent Growth Solutions employee is harassed,     and the harassment is related to a protected characteristic, by third     parties such as clients or customers. Intelligent Growth Solutions will not tolerate     such actions against it’s staff, and the employee concerned should inform     their manager / supervisor at once that this has occurred. The Company     will fully investigate and take all reasonable steps to ensure such     harassment does not happen again.

RELATED POLICIES AND ARRANGEMENTS

  1. All employment policies and arrangements have a bearing on     equality of opportunity. The Company policies will be reviewed regularly     and any identified discriminatory elements removed.

RIGHTS OF DISABLED PEOPLE

  1. The Company attaches particular importance to the needs of     disabled people.
  1. Under the terms of     this policy, managers are required to:

·        make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice and guidance from external agencies where appropriate to maintain disabled people in employment);

·        include disabled people in training/development programmes;

·        give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.

EQUALITY TRAINING

  1. A series of regular briefing sessions will be held for     staff on equality issues. These will be repeated as necessary. Equality     information is also included in induction programmes.
  1. Training will be provided for managers on this policy and     the associated arrangements. All managers who have an involvement in the     recruitment and selection process will receive training.

MONITORING

  1. The Company deems it appropriate to state its intention     not to discriminate and assumes that this will be translated into practice     consistently across the organisation as a whole. Accordingly, a monitoring     system will be introduced to measure the effectiveness of the policy and     arrangements.
  1. The system will involve the routine collection and     analysis of information on employees by gender, marital status, ethnic     origin, sexual orientation, religion / beliefs, grade and length of     service in current grade. Information regarding the number of staff who declare     themselves as disabled will also be maintained.
  1. There will also be regular assessments to measure the     extent to which recruitment to first appointment, internal promotion and     access to training/development opportunities affect equal opportunities     for all groups.
  1. We will maintain information on staff who have been     involved in certain key policies: Disciplinary, Grievance and Bullying     & Harassment.
  1. Where appropriate equality     impact assessments will be carried out on the results of monitoring to     ascertain the effect of the Company policies and our services / products     may have on those who experience them.
  1. The information collected for monitoring purposes will be     treated as confidential and it will not be used for any other purpose.
  1. If monitoring shows that the Company, or areas within it,     are not representative, or that sections of our workforce are not     progressing properly within the Company, then an action plan will be developed     to address these issues. This will include a review of recruitment and     selection procedures, Company policies and practices as well as     consideration of taking legal Positive Action.

GRIEVANCES/DISCIPLINE

  1. Employees have a right to pursue a complaint concerning     discrimination or victimisation via the Company Grievance or Harassment     Procedures.
  1. Discrimination and victimisation will be treated as     disciplinary offences and they will be dealt with under the Company     Disciplinary Procedure.

REVIEW

  1. The effectiveness of this policy and associated     arrangements will be reviewed annually under the direct supervision of the     Chief Executive / Business Owner.