Equality, Diversity And Inclusion Policy
The Company is committed to encouraging equality, diversity and inclusion among our workforce. We want to create an environment in which there is no unlawful discrimination, in which individuals can utilise their skills and talents without fear of prejudice or harassment and we aim to create a culture where everyone can reach their fullest potential.
We will work to ensure that equality is embedded in all our activities, policies and decisions, recognising that every person is an individual with different needs, preferences and abilities.
We aim to have a workforce which reflects the diversity of the geographical areas and countries in which we operate, representing all sections of society, where all decisions are based on merit.
We commit to: Staff, consultants, agents, visitors, suppliers, members of the public and job applicants receiving equal treatment regardless of their age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics under the Equality Act 2010). • Encouraging equality, diversity and inclusion in the workplace as they make good business sense. • Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and contributions of all staff are recognised and valued. • This commitment includes training all employees and managers about their rights and responsibilities under this policy. • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors and any others in the course of The Fine Bedding Company’s (FBC) activities.; Review employment practices and procedures where necessary to ensure fairness • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability and take any action to redress any imbalance where necessary. This policy does not form part of any employee’s contract of employment and may be amended at any time.
Who is covered by this policy?
This policy applies to all Company employees and to consultants, agents, casual workers and agency staff who work at the Company (collectively referred to as staff in this policy).
All staff have a duty to act in accordance with this policy and treat colleagues with dignity at all times and not to discriminate against or harass other members of staff, suppliers, customers, agents, consultants or visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events. Staff need to understand they, as well as FBC, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment.
Forms of discrimination
Discrimination by or against staff, consultants, agents, customers, casual workers and visitors is prohibited. Discrimination may be direct or indirect and it may occur intentionally or unintentionally. The following forms of discrimination are prohibited under this policy and are unlawful:
- Direct discrimination occurs where someone is treated less favourably because of one or more of the protected characteristics set out above.
- Indirect discrimination occurs where a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified.
- Disability discrimination includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
- Harassment related to any of the protected characteristics is prohibited. Harassment is unwanted conduct that has the purpose or effect of violating someone's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Please also see the Company’s anti-harassment and bullying policy.
- Victimisation is also prohibited. Victimisation occurs where someone is treated less favourably because he / she has complained or given information about discrimination or harassment or supported someone else's complaint.
Recruitment and selection
The Company aims to ensure that no job applicant suffers discrimination because of any of the protected characteristics.
Recruitment decisions are made based on fair and objective criteria and individual’s relevant merits and abilities: Job applicants should not be asked questions which might suggest an intention to discriminate on the grounds of a protected characteristic. Every effort will be made to make provision for those with a disability through reasonable adaptations.
All managers responsible for recruitment and selection will be made aware of this policy.
Promotion and training
Promotion and training decisions will be made on the basis of merit. FBC will not unlawfully discriminate against any employee when making promotion or training decisions. We believe all employees should have equality of opportunity to progress and develop.
If you are disabled or become disabled, you are encouraged to tell the Company about your condition so that we can support you as appropriate. If you experience difficulties at work because of your disability, you are encouraged to discuss with the Company any reasonable adjustments that would help overcome or minimise the difficulty. The Company may wish to consult with you and your medical advisor about possible adjustments. The Company will consider the matter carefully and try to accommodate your reasonable needs.
Fixed term and part time work
Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
Working conditions and terms of employment
We will try and accommodate cultural or religious practices such as prayer requirements where we reasonably can.
We aim to ensure our terms and conditions of employment, benefits, facilities and polices are free from unlawful discrimination.
Breach of this policy
Breach of the Equality, Diversity and Inclusion Policy is a serious disciplinary matter and any member of staff found to have committed an act of discrimination will be subject to disciplinary action and may amount to gross misconduct leading to summary dismissal.
If you believe that you may have been discriminated against you should raise the matter through the Company’s Grievance Procedure.
If you believe that you have been subject to harassment or bullying you should raise the matter through the Company’s anti-harassment and bullying policy.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure.
Staff will not be victimised in any way for raising concerns in good faith.
In the case of disability, we will consider what steps may be taken to ensure disabled individuals are not disadvantaged in the Company’s workplace.
If any of our consultants, agents, visitors, suppliers discriminate against you, we will take appropriate action against them if they are found to have undertaken an act of discrimination.
We will collect information on a no-name basis and will use it only for monitoring purposes and not for any other purpose.
The Board of Directors has the ultimate responsibility to provide, review and implement this policy.