AssistTec is committed to the elimination of discrimination, and the promotion of equality, diversity and inclusion. This policy applies to everyone in contact with AssistTec including the recruitment process, employee management, interaction with customers, consultants, suppliers, contractors, regulatory authorities and members of the public.
Definitions
Diversity – means recognising and valuing the differences between people and treating people’s values, beliefs, cultures and lifestyles with respect.
Equality – means ensuring everyone in the company has equal opportunities, regardless of their abilities, their background or their lifestyle. This is implemented through a fair and consistent approach to the application of rules, policies and procedures.
Inclusion – refers to an individual’s experience within their workplace and in society, and the extent to which they feel valued and included and an understanding that everyone brings with them diverse perspectives, work experiences, lifestyles and cultures.
Discrimination – means treating someone ‘less favourably’ than someone else, because of protected characteristics as listed below. Less favourable treatment can be anything that puts someone with a protected characteristic at a disadvantage, compared to someone who does not have that characteristic. This might include:
- excluding someone from opportunities or benefits
- making it harder for someone to do their job.
- causing someone emotional distress
- causing someone financial loss
It can still be considered discrimination even if the less favourable treatment was not intended.
Legal Compliance
AssistTec ensure full compliance with all relevant legislation including the Human Rights Act 1998, the Mental Capacity Act 2005 and the (UK) Equality Act 2010 and actively challenge any form of discrimination against the protected characteristics. These are:
- Age
- Disability
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race
- Religion and Belief
- Sex
- Sexual Orientation
Policy
In both our role as an employer and a provider of services we promote a culture that respects and values differences, encourages equality and diversity, and recognises and responds to individual needs, experiences and aspirations.
We will consider all people on merit alone and will not discriminate based on any of the protected characteristics.
The principles of non-discrimination and equal opportunity apply to the way in which our employees and contractors treat each other as well as how we treat job applicants, visitors, clients, suppliers and former members of staff.
The Managing Director and General Manager are responsible for ensuring all individuals are made aware of the contents of this policy and receive appropriate training to ensure compliance with all aspects.
All employees, consultants, suppliers and contractors have a responsibility for ensuring their personal behaviour reflects this policy with regards to equal opportunities, anti-discrimination and diversity.
AssistTec follows specific guidelines to ensure compliance with this policy, in any activity relating to recruitment and selection, training, opportunities for promotion, conditions of work, pay and benefits, conduct at work, disciplinary and grievance procedures and termination of employment and will evaluate all the different ways that employees interact with the organisation and attempt to identify their specific needs and requirements by looking at differences such as ethnicity, nationality, age, gender, etc
Breach of Policy
If any individual believes they may have been discriminated against, they are encouraged to raise the matter through the Grievance Procedure.
If any individual is aware of discrimination, harassment or bullying against other individuals, they are encouraged to raise the matter through the whistleblowing procedure.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with either the Grievance or Whistleblowing Procedure as appropriate.
Any of our employees or contractors who are found to have committed an act of discrimination bullying or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such in the case of an employee, may result in dismissal and in the case of a contractor, termination of the contract.
Policy Review
The policy will be reviewed on an annual basis and updated to reflect any changes in the business structure or legislation.
Change History
Date:
20/06/2023
Version:
1
Approved by:
Warren Tingling