Equality, Diversity & Inclusion Policy

Linea is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

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.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

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.  Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
  3. age
  4. disability
  5. gender reassignment
  6. marriage or civil partnership
  7. pregnancy and maternity
  8. race (including colour, nationality, and ethnic or national origin)
  9. religion or belief
  10. sex
  11. sexual orientation
  12. Oppose and avoid all forms of unlawful discrimination. This includes in:
  13. pay and benefits
  14. terms and conditions of employment
  15. dealing with grievances and discipline
  16. dismissal
  17. redundancy
  18. leave for parents
  19. requests for flexible working
  20. selection for employment, promotion, training or other developmental opportunities

Our commitments

The organisation commits to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

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

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.

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.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be by contacting info@linea.net. 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.

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