Gresham Hunt recognises its accountability in shaping the world of work for our clients, candidates, community and employees. We grow each day through the energy and creativity brought by our diverse workforce. Our diversity pushes us forward as a company and a team. Diverse ideas, cultures and perspectives break down those subconscious barriers and help build a team of more well-rounded employees.
Our mission is to ensure fairness, equality and diversity in attracting, hiring, compensating, motivating and promoting a top performing workforce. We strive to know and understand the development needs of our leaders, employees and candidates while delivering innovative programs meeting these needs. Gresham Hunt works to mirror the rich diversity of the communities in which we live, work and serve.
We aim to develop and sustain a culture of inclusion and fairness where every employee and candidate feels valued and revered for their ideas, background and perspective. Our efforts ensure that our business benefits society as a whole in accordance with our core value of simultaneous promotion of all interests.
Our leaders embrace the commitment to inclusion as a fundamental business strategy. Our approach, our success is directly tied to the diverse backgrounds, skills and experience of our employees and candidates. Valuing those differences, our strategies proactively invite and promote inclusion while driving our ongoing commitment to supporting causes that reflect our employee and community interests, including charities.
Inclusion is a reflection of our company culture where every individual feels valued, respected and supported. Our willingness and the ability to recognize, understand, respect and then fully utilize the unique contributions of each individual, to help them achieve their highest potential. Inclusion is what will lead to innovation because the right conditions are in place for individuals to share their ideas.
1. Our policy’s purpose
This policy’s purpose is to:
1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
2. Embrace the Equality Act 2010 protected characteristics of:
· gender reassignment
· marriage or civil partnership
· pregnancy and maternity
· race (including colour, nationality, and ethnic or national origin)
· religion or belief
· sexual orientation
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
· pay and benefits
· terms and conditions of employment
· dealing with grievances and discipline
· leave for parents
· requests for flexible working
· selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
2. 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.
All staff should understand they, as well 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
3. 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 acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, 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.
4. 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.
5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. 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.
7. 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.
2. Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
3. Our disciplinary and grievance procedures
Details of the organisation’s grievance and disciplinary policies and procedures can be found on the company shared drive under Company Policies. This includes with whom an employee should raise a grievance – usually their line manager.
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.