Policy Statement
Podplan recognises that discrimination and victimisation are 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 freelance applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on the grounds of age, disability, gender/gender reassignment, marriage / civil partnership, pregnancy/maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
Our aim is that our workforce will be truly representative of all sections of society and that each team member feels respected and able to give their best.
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.
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.
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, or sexual orientation in the provision of the company’s goods and services.
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.
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 the Directors and will be monitored and reviewed regularly.
Responsibilities of Management
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Directors. Directors will ensure that they and their staff (permanent or temporary) operate within this policy and arrangements and that all reasonable and practical steps are taken to avoid discrimination. Directors will ensure that:
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.
Directors will be responsible for monitoring the operation of the policy in respect of employees and job applicants.
Responsibilities of Staff
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:
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 a Director if they become aware of any discriminatory practice.
Third Parties
Third-party harassment occurs when a Podplan employee or subcontractor is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Podplan will not tolerate such actions against its staff or subcontractors, and the person concerned should inform their Director or Process Head 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
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
The Company attaches particular importance to the needs of disabled people.
Under the terms of this policy, Directors are required to:
Make reasonable adjustments to maintain the services of a permanent employee who becomes disabled, for example, training, provision of special equipment, and reduced working hours. (NB: Directors 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, making reasonable adjustments for their particular aptitudes and abilities to allow them to do the job.
Equality Training
Equality information is included in induction and onboarding programmes.
Training will be provided for Process Heads on this policy. All Process Heads who have an involvement in the recruitment and selection process will receive training.
Monitoring
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.
The system will involve the routine 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 disabled will also be maintained.
We will maintain information on staff who have been involved in specific key policies: Disciplinary, Grievance, Bullying & Harassment.
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. The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose. 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.
Grievances or Dicipline
Employees (whether permanent or temporary) have a right to pursue a complaint concerning discrimination or victimisation.
Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure (for permanent staff) or by contract termination for Subcontractors/Freelancers.
Review
The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Directors.