Brief and purpose
This policy outlines our commitments and what to do if you experience or witness any unlawful discrimination.
Our mission is to create a workspace where people can belong without conforming; we are committed to investing in and supporting diversity, equity and inclusion within our organisation and eliminating unlawful discrimination.
Our aim is to be truly representative of all groups within society, and for every team member to feel that they belong, are given every opportunity to thrive, and are respected fully for their opinions.
This policy's purpose is to:
- Provide equality, fairness and respect for everyone in our team, whether temporary, part-time or full-time
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
- Oppose and avoid all forms of unlawful discrimination. This includes 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.
Definitions of Equity, Diversity and Inclusion
Equity
When we treat everyone equally, we treat everyone the same, but when we treat everyone equitably, we focus on individualistic needs. In a diverse workplace, differences exist, and people require support in different ways. Equity asks us to acknowledge that everyone has different needs, experiences, and opportunities.
Diversity
Diversity is a relational concept. It shows up in the composition of teams and organisations, and it is measured based on a collective whole. In this way, diversity refers to difference within a given setting. So while an individual is not ‘diverse’, they may bring a diverse range of experiences. From appearance to thought, likes or dislikes, and identity.
Inclusion
Having a diverse workplace means differences exist, and inclusion takes it forward to ask how everyone, from team members to end-users, can feel valued. People want to feel valued, whether in teams, organisations, or when interacting with a product or service.
Please see Appendix I for further information and definitions.
Tended is commited to:
- Investing in and supporting equity, diversity and inclusion throughout our organisation − please see latest People strategy/projects for details
- Creating 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 team members are recognised and valued
- Ensuring that all team members understand they, as well as Tended, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against other team members, customers, suppliers and the public
- Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow team members, customers, suppliers, the public and any others in the course of the organisation’s work activities
- Dealing with the above acts as misconduct under Tended’s grievance and/or disciplinary procedures
- Details of Tended’s grievance and disciplinary policies and procedures can be found in our handbook, and use of them does not affect a team member’s right to make a claim to an employment tribunal within three months of the alleged discrimination
- Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice, and sexual harassment may amount to both an employment rights matter and a criminal matter
- 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
- Making any decisions concerning team members on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- Reviewing employment practices and procedures when necessary to ensure fairness, and also updating them and the policy to take account of changes in the law
- Monitoring and reporting on certain diversity attributes of the team with the the aim of achieving our commitments set out in our Equity, Diversity and Inclusion strategy
- Monitoring and reporting the number of complaints (grievances) and cases of harassment at Tended
- Making reasonable adjustments whenever possible for our employees
- Being a Living Wage Employer, never paying less than the rate of pay per hour which is enough to make sure workers and their families can live free from poverty
- Reviewing our Diversity, Equity and Inclusion strategy minimum annually, lead by the HR Manager, and setting new goals to take action in addressing any issues
We will review this policy minimum annually.
This policy has been reviewed and authorised by:
Signed by: Benjamin Turner, Chief Operating Officer
Date: 30th October 2024
Appendix I
Definitions of forms of discrimination:
