Policy - Equality & Diversity
Equality & Diversity Policy
Policy Statement
W2W Solutions Ltd value the diversity that exists within the communities in which we work. We oppose all forms of unlawful or unfair discrimination and harassment, including, but not limited to:
- Age;
- Disability;
- Gender reassignment;
- Marital status (including civil partnerships);
- Pregnancy and maternity;
- Race;
- Religion and belief (including political belief);
- Sex; or
- Sexual orientation.
In light of the arena in which we work, we also recognise that many people suffer discrimination and disadvantage based on their social or economic position, including education; financial position; employment status and history; access to transport; caring responsibility; lifestyle choice; physical or mental health; housing situation; or criminal record. We are committed to addressing these wider equality issues in the delivery of our services.
W2W Solutions Ltd will fully implement the Equality Act 2010 and associated legislation to provide equality of opportunity for all, treating everyone fairly and with respect. We will challenge discrimination; not tolerate bullying, harassment or victimisation; and take steps to encourage equality and celebrate diversity within our day-to-day activities.
All employees* are expected to act in line with this policy, actively promoting equality, and tackling discrimination and harassment. We aim to ensure that the policies and procedures of our customers reflect the spirit and intention of our own policy. We will also support our customers to improve their own equality and diversity working practices through our consultancy service.
Objectives
The key objectives of the company relating to effective implementation of this policy are:
Maintain up to date knowledge of equality and diversity issues
including changes to the law and best practice. Actions to achieve this objective include registering for updates with organisations promoting equality and diversity; monitoring changes in legislation through government departments; reviewing best practice promoted by organisations working within this arena; logging updates on our internal intranet for all employees to access.
Ensure all employees receive training in equality and diversity. Actions to achieve this objective include sourcing suitable training for employees; providing time for training to be delivered; ensuring training is updated regularly; promoting our internal resources.
Maintain a library of information and learning resources to promote equality and diversity.
Actions to achieve this objective include sourcing websites that offer wide ranging information and management/learning tools; sourcing suppliers of promotional and marketing material; sourcing suppliers of relevant learning materials; making this information available via our website.
Review material, products and our website to ensure these are accessible to people with disabilities, including dyslexia. Actions to achieve this objective include registering for the Crystal Mark; monitoring all company products against the British Dyslexia Association guidelines; reviewing how our website can be developed to improve accessibility.
The Director will review progress against these objectives on a quarterly basis, and consult employees and customers on an annual basis to make sure standards are maintained and developed.
Responsibilities
The Director of W2W Solutions Ltd is responsible for ensuring that:
- this policy and objectives are implemented and reviewed,
- all reasonable and practical steps are taken to avoid discrimination and harassment,
- ensuring reasonable adjustments are made to maximise access to our services, and
- where discrimination and harassment occurs, it is dealt with effectively and appropriately.
All employees are responsible for:
- conducting themselves at all times in a manner that reflects the spirit and intentions of this policy,
- challenging and reporting discrimination and harassment where it is found,
- being proactive in identifying and meeting the individual needs of all of our customers,
- updating their own knowledge about equality and diversity issues using the resources available to them through the company, including participating in training when organised.
Working Practices
Business Development
– We recognise that diversity within our business will help us to grow. We aim to attract a diverse range of customers through promoting our services via our own website, via host organisation sites, through standard marketing activity, conference presentations and word of mouth. Our products and material will be developed in formats which make them accessible to all groups, to help us meet our business development objectives.
Recruitment & Employment Practices
– We are committed to ensuring that all recruitment and selection procedures meet the terms of this policy. No applicant or employee will be disadvantaged by unnecessary provision, criterion or practices that have a disproportionately adverse effect on them based on their group.
Our Recruitment & Development procedure details the company’s processes which will make sure equality of opportunity is achieved and diversity promoted. We will review our procedures regularly to ensure compliance with the law and best practice in this area. All people involved in recruitment and selection will be given appropriate training and guidance on equality of opportunity practices.
We will provide employees with the tools and facilities needed to carry out their duties effectively; and will also make every effort to accommodate their personal needs through flexible working practices.
Training
- All employees will benefit from equal access to training opportunities. We will identify training needs through the review and appraisal process and agree an individual training plan with each employee.
The Director will give new employees an overview of this Policy as part of their induction to make sure they have a full understanding of their responsibilities and the standards expected. Employees will be given training in equality and diversity at a level which reflects their role within the company, via an on-line learning package. This will include (but is not limited to) overview of concepts, legal requirements covered by this Policy, how to put equality into action, breaking down barriers to equality, customer care, and communication. Initial training will be arranged during the employee’s induction period, with refresher training provided no less than annually. Employees will be given time to complete the training during working hours.
Employees will have access to up to date information, guidance, and other resources via the W2W Solutions Ltd intranet. The intranet will be a key communication tool to raise awareness of equality and diversity priorities, good practice and issues as well as supporting the implementation of this Policy.
We will work with customers to help them source appropriate equality and diversity training for their staff as part of our consultancy service. Information about equality and diversity will also be accessible to our customers via our website.
Complaints
- A verbal or written complaint should be directed to the Director where:
- an employee feels they have been discriminated against, harassed or victimised, either by a W2W Solutions employee or a member of staff within a customer’s organisation, or
- a customer feels they have been discriminated against, harassed or victimised by a W2W Solutions Ltd employee.
The manager will take immediate action to halt activities that could aggravate a situation or lead to recurrence of an incident. They will fully investigate the complaint within 10 working days of receipt, by talking to all parties involved (including witnesses) and considering all evidence presented. The manager will communicate findings to the complainant along with details of action that will be taken as a result.
Any discrimination or harassment perpetrated by an employee of W2W Solutions Ltd is a disciplinary offence and will be dealt with under the Disciplinary Procedure.
Support for Victims
- Where someone has been the victim of discrimination, harassment, bullying or victimisation they will be sign posted to appropriate services for support, guidance and counselling if required.
A member of staff will be assigned to the individual to ensure all issues arising from the incident are resolved in a satisfactory way to reduce long term effects. Training needs and changes to working practices/ environment identified as a result will be addressed as a matter of priority.
Monitoring & Review
The Director will monitor implementation of the Policy on an ongoing basis and take action to ensure it remains relevant and effective. Employees and customers will be consulted on an annual basis to judge the success of the Policy and identify areas for improvement.
Statistical information regarding gender, ethnicity, age, disability and working hours will be collected for all employees. It will be used to:
- evaluate recruitment practice and composition of the workforce,
- ensure that all employment legislation is adhered to, and
- ensure good practices are adopted.
The Director will review this Policy on an annual basis using feedback from staff and customers as well as changes to legislation and best practice.