Counsel Ltd: Statement on Equality, Diversity and Inclusion (EDI)
Counsel is committed to encouraging equality, diversity and inclusion among our workforce, contractors and partners and to eliminating unlawful discrimination.
The aim is for everyone that we work with to feel respected and able to give their best.
The company - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
provide equality, fairness and respect for all in our employment or contracting, 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 and sexual orientation
oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment and contracts, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
Encourage equality, diversity and inclusion in our 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 and contractors are recognised and valued.
Responsibilities include staff and contractors conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
All staff and contractors should understand they, as well as their employer or contracting company, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their work, against fellow employees or contractors, customers, suppliers and the public.
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination in the course of the organisation’s work activities and appropriate action will be taken.
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.
Make opportunities for training, development and progress available, where appropriate, to those 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.
Decisions concerning staff and contractors being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
Review employment and contract practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
The equality, diversity and inclusion policy is fully supported by the Company Director and copies are made available to contractors and staff (where relevant).