The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation, in providing goods, services and facilities, is also committed to preventing unlawful discrimination against customers and members of the public.

The policy’s purpose is to:

• Provide equality, fairness and respect for everyone in our employment, whether temporary, part-time or full-time.
• Not unlawfully discriminate because of any Equality Act 2010 protected characteristic: 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 discrimination relating to pay and benefits, terms and conditions of employment, grievances and disciplinary matters, dismissal, redundancy, parental leave, requests for flexible working, and selection for employment, promotion, training or other development opportunities.

Kingly commits to:

• Encouraging equality, diversity and inclusion in the workplace, as these are good practice and make sound business sense.
• Creating a working environment free from bullying, harassment, victimisation and unlawful discrimination. This includes promoting dignity and respect for everyone and recognising and valuing individual differences and the contributions of all staff.

  This commitment includes training managers and all other employees about their rights and responsibilities under the Equality, Diversity and Inclusion Policy. These responsibilities include conducting themselves in a way that helps the organisation provide equal employment opportunities and prevent bullying, harassment, victimisation and unlawful discrimination.

  All staff should understand that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination committed during their employment against fellow employees, customers, suppliers and members of the public.

• Taking complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, members of the public and anyone else encountered during the organisation’s work activities seriously.

  Such acts will be treated as misconduct under the organisation’s grievance and disciplinary procedures, and appropriate action will be taken. Particularly serious complaints may amount to gross misconduct and result in dismissal without notice.

  Sexual harassment may be both an employment rights matter and a criminal matter, such as in allegations of sexual assault. Harassment under the Protection from Harassment Act 1997, which is not limited to circumstances in which the harassment relates to a protected characteristic, is also a criminal offence.

• Making opportunities for training, development and progression available to all staff. Employees will be supported and encouraged to develop their full potential so that their talents and abilities can be fully utilised to maximise the organisation’s effectiveness.
• Basing decisions concerning staff on merit, except where necessary and limited exemptions or exceptions are permitted under the Equality Act 2010.
• Reviewing employment practices and procedures when necessary to ensure fairness, and updating them and this policy to reflect changes in the law.
• Monitoring the composition of the workforce using information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability. This information will be used to encourage equality, diversity and inclusion and to support the aims and commitments of this 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.

The Equality, Diversity and Inclusion Policy is fully supported by senior management and has been agreed with employee representatives. Details of the organisation’s grievance and disciplinary policies and procedures are available upon request. Use of the organisation’s grievance 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.