Equality, diversity and inclusion policy

Organise is committed to encouraging equality, diversity and inclusion among our staff team, and eliminating unlawful discrimination. This is core to our values as an organisation that exists to empower workers with the tools, support and confidence to improve their life at work.

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.

Organise - in providing services - is also committed against unlawful discrimination against customers or the public.

This policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unjustly discriminate against those with one or more 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, or on the basis of HIV/AIDS status, political beliefs, spent convictions, trade union activity or membership, work pattern, socio-economic background or having/not having dependents.
• recognise, 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, performance management, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

Organise commits to:

• Encourage equality, diversity and inclusion in the workplace, as they are good practice and fundamental to our core values as an organisation.
• Proactively create 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 staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination, and recognising and avoiding unconscious bias. All staff should understand they, as well as Organise as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such unacceptable behaviour may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person's distress or discomfort, whether directly or indirectly. Unacceptable behaviour does not have to be face-to-face; any may take many forms such as written, telephone or email communications or through social media. Such acts will be dealt with as misconduct, and 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).
• Treat all employees and job applicants equally and fairly and to not discriminate unlawfully against them. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, selection for redundancies, work allocation and any other employment related activities.
• Require that all contractors, suppliers of services, agencies and relevant other external parties comply with this policy.
• 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.
• Use a pay system that is transparent and based on consistent, objective criteria to ensure that all staff are paid according to the principle of equal pay for work of equal value. This includes a commitment to fulfil all applicable Gender Pay Gap reporting requirements.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion 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.