At Hertzian, we are committed to fostering a diverse and inclusive workplace where every individual is valued and treated with dignity and respect. We believe that a diverse workforce is essential to driving innovation, creativity, and success, and we strive to create an environment where everyone has the opportunity to thrive.We are dedicated to promoting equality in all aspects of our business operations, including recruitment, training, development, and promotion. We aim to ensure that our policies, practices, and procedures are fair, transparent, and accessible to all, regardless of race, ethnicity, gender, age, sexual orientation, disability, religion, belief, or any other characteristic protected by law.We actively encourage an inclusive culture where people from all backgrounds feel welcome, supported, and empowered to contribute their unique perspectives. Our commitment to equality and diversity extends to both our employees and the communities we serve, and we will continuously work towards creating an environment where fairness and respect are at the heart of everything we do.We believe that by embracing and celebrating differences, we create a stronger, more dynamic, and more successful organization.
We are committed to promoting equal opportunities in employment and creating a workplace culture inwhich diversity and inclusion is valued and everyone is treated with dignityand respect. As part of our zero-tolerance approach to discrimination in any form,you and any job applicants will receive equal treatment regardless of age,disability, gender reassignment, marital or civil partner status, pregnancy ormaternity, race, colour, nationality, ethnic or national origin, religion orbelief, sex or sexual orientation (Protected Characteristics). We are alsocommitted to providing equitable treatment to all those we deal with as anorganisation, including customers and suppliers.
About this policy
This policy setsout our approach to diversity, equity and inclusion. Our aim is to encourageand support diversity, equity and inclusion and actively promote a culture thatvalues difference and eliminates discrimination in our workplace. It applies toall aspects of employment with us, including recruitment, pay, benefits andconditions, flexible working and leave, training, appraisals, promotion,conduct at work, disciplinary and grievance procedures, and termination ofemployment.
This policyapplies to all employees, officers, consultants, contractors, volunteers,interns, casual workers and agency workers.
The Directorsare responsible for this policy and will review it annually. 2.4 This policy doesnot form part of any contract of employment or other contract to provideservices, and we may amend it at any time.
Diversity and inclusion training
Managers will begiven appropriate training on recognising and avoiding discrimination,harassment and victimisation, and promoting equality of opportunity anddiversity in the areas of recruitment, development and promotion.
We will provideyou with regular training to ensure that everyone is aware of and understandsthe contents of this policy and the Anti-harassment and Bullying Policy.Following the training, you will be required to confirm that you have read,understand and will comply with this policy and the Anti-harassment andBullying Policy.
Discrimination
You must notunlawfully discriminate against or harass other people, including current andformer staff, job applicants, clients, customers, suppliers and visitors. Thisapplies in the workplace, outside the workplace (when dealing with customers,suppliers or other work-related contacts), and on work-related trips or eventsincluding social events.
The followingforms of discrimination are prohibited under this policy and are unlawful:
(A) Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
(B) Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-timerather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would bediscriminatory unless it can be justified.
(C) Harassment: thisincludes sexual harassment and other unwanted conduct related to a ProtectedCharacteristic, which has the purpose or effect of violating someone’s dignityor creating an intimidating, hostile, degrading, humiliating or offensive environmentfor them. Harassment is dealt with further in our Anti-harassment and BullyingPolicy.
(D) Victimisation:retaliation against someone who has complained or has supported someone else’scomplaint about discrimination or harassment. This includes where someonemistakenly believes that the person victimised has done so.
(E) Disability discrimination: this includes direct and indirect discrimination, anyunjustified less favourable treatment because of the effects of a 8 disability,and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Recruitment and selection
Recruitment, promotion, and other selection exercises, such as redundancy selection, will be conducted based on merit, against objective criteria that avoid discrimination.When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity.
Shortlisting and interviewing should be done by more than one person where possible.Our recruitment procedures will be reviewed regularly to ensure that individuals are objectively assessed based on their relevant merits and abilities. Vacancies should generally be advertised to a diverse section of the labour market.
Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.Advertisements should include a short policy statement on equal opportunities and the employer’s commitment to diversity, equity, and inclusion in the workplace and state that a copy of this policy will be made available on request.Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.
For example, applicants should not be asked whether they are pregnant or planning to have children.Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law. For example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability.Where necessary, job offers can be made conditional on a satisfactory medical check.
Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from Legal at Hertzian.
Disabilities
If you are disabledor become disabled, we encourage you to tell us about your condition so that wecan consider what reasonable adjustments or support may be appropriate.
Part-time and fixed-term work
Part-time and fixed-term staff should be treated the same as comparable full-time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
Breaches of this policy
We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal.
If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter through our Grievance Procedure. Complaints will be treated in confidence and investigated as appropriate.
There must be no victimisation or retaliation against staff who complain about or report discrimination. If you believe you have been victimised for making a complaint or report of discrimination, or have witnessed it happening to someone else in the workplace, you should raise this through our Grievance Procedure.
We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to in the workplace. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary Procedure.
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