Everyone in the world is unique and has a gift. Having an equal chance is a basic human right that we respec. That’s why Newton Day is committed to encouraging equality and diversity among its workforce, and eliminate discrimination of all kinds, whether it be considered within the law or not.
The management team of Newton Day believes that a group of diverse people working together to identify, analyze, and resolve issues ensures that those collective perspectives, perceptions, and beliefs are voiced, considered, and represented as part of any proposed solution.
The purpose of our diversity policy is to:
- provide equality, fairness
andrespect for all in our employment, whether temporary, part-time or full-time not unlawfully discriminate on characteristics of Age, Disability, Genetic Information, National Origin, Pregnancy, Race/Color, Religion, Sex or history of militaryservice
- oppose and avoid all forms of unlawful discrimination. This includes in 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
The organization commits to:
- encourage equality and diversity in the workplace as they are good practice and make business sense
- create a working environment free of bullying, harassment, victimization
andunlawful 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 employees and contracted workers about their rights and responsibilities under the diversity and equality policy. Responsibilities include staff conducting themselves to help the organization provide equal opportunities in employment, and prevent bullying, harassment, victimization and unlawful discrimination
All staff and contracted workers should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimization,
- take seriously complaints of bullying, harassment, victimization and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and
anyothers in the course of the organization’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any 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. In addition, 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
- make 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 utilised to maximise the efficiency of the organisation
- decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
- review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
- monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy
Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues
The diversity and equality policy is fully supported by senior management.
Details of the organization’s grievance and disciplinary policies and procedures can be found in the workforce handbook. This includes with whom an employee should raise a grievance – usually their line manager.
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.
Should you wish to discuss diversity or equality matters with us, please email firstname.lastname@example.org