Equality and Diversity

1. General Statement

Sullivan & Stanley recognises that an Equality and Diversity policy is a business necessity, not a ‘nice-to-have’ extra. Sullivan & Stanley is therefore committed to creating a culture in which diversity and equality of opportunity are promoted actively and in which unlawful discrimination is not tolerated. The success of the business depends on having a diverse community of staff drawing on their different perspectives and experiences adding value to the way we do business.

2. Purpose and Scope

Sullivan & Stanley supports the principle of equality in employment and believes that as part

of that principle, it is our duty to provide equal opportunity for all qualified persons.

1.1. The policy’s purpose is to:

provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
not unlawfully discriminate because 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 (gender) and sexual orientation
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

1.2. The organisation 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, 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 policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

3. Procedures

Every person working for Sullivan & Stanley has a personal responsibility for implementing and promoting these principles in their day-to-day dealings with customers, with each other and with our suppliers. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against fellow employees, customers, suppliers and the public.

Inappropriate behaviour is not acceptable. 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. The Company therefore will

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
make 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 equality and diversity policy is fully supported by the Board of Directors and the Senior Management Team.

Details of the organisation’s grievance and disciplinary policies and procedures can be found in the company handbook.

Use of the organisation’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.

If you believe that you have been disadvantaged because of any of the above, please do not hesitate to report the matter to your Line Manager or a Director so that the issue can be investigated and resolved.

If you have a disability for the purposes of the Equality Act please let the Director know so that reasonable adjustments can be considered.