EQUALITY, DIVERSITY AND INCLUSION POLICY
ELVTR is committed to encouraging equality, diversity and inclusion.
The aim is for our workforce, including contracted instructors, to be truly representative of all sections of society and our customers, and for each team member to feel respected and able to give their best.
ELVTR – in providing services – is also committed to the prevention of unlawful discrimination against customers or the public.
The policy’s purpose is to:
- provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, regardless of their location, or contract/employee status
- prevent unlawful discrimination on the basis of race, color, sex, national or ethnic origin, age, religion, marital status, disability, veteran status, citizenship status, parental status, sexual orientation, gender identity, and gender expression
- oppose and avoid all forms of unlawful discrimination, including in pay and benefits, terms and conditions of employment/contracting, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
ELVTR commits to:
- Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense.
- Creating a working environment free of bullying, harassment, victimization and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognized and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the policy of equality, diversity and inclusion. Responsibilities include staff conducting themselves in a way that helps the organization provide equal opportunities in employment, and prevent bullying, harassment, victimization and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimization and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers and the public.
- Taking seriously complaints of bullying, harassment, victimization and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organization’s activities. Such acts will be dealt with as misconduct under the organization’s grievance and/or disciplinary procedures, and 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.
- Making 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 utilized to maximize the efficiency of the organization.
- Decisions concerning staff being based on merit (apart from any necessary and limited exemptions and exceptions allowed under the applicable regulations).
- Reviewing employment and contracting practices and procedures when necessary to ensure fairness, and also updating them and the policy to take account of changes in the law.
- Monitoring the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Details of the organization’s grievance and disciplinary policies and procedures can be requested at firstname.lastname@example.org . This includes with whom a team member should raise a grievance.
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.