CONNECTION CREW CIC
EQUAL OPPORTUNITIES, INCLUSION AND DIVERSITY POLICY

Introduction

Connection Crew 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.

Connection Crew 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 (whether temporary, part-time or full-time), job applicants, and subcontractors

- 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, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

Connection Crew commits to:

- Encourage equality, diversity and inclusion 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, 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

- 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.

- 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.

- 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, 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.

Equal Opportunities Statement

Use the following statement on job adverts and other publicly available documents to summarise Connection Crew’s stance on equality, diversity and inclusion:

Connection Crew is an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, colour, sex, gender identity, sexual orientation, age, pregnancy and maternity, non-disqualifying physical or mental disability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.

Disability Policy

Connection Crew is a is fully committed to a policy of treating all its employees, subcontractors and job applicants equally, regardless of whether or not they have a disability. Discrimination against disabled people is unlawful under the Disability Discrimination Act 1995.

This includes less favourable treatment on the ground of a disabled person’s disability, harassment because of a disability and/or a failure to make reasonable adjustments. The nature of the work undertaken by Connection Crew’s site operatives will, however, preclude people with certain physical disabilities. 

The equality, diversity and inclusion policy is fully supported by senior management

Details of the Connection Crew’s grievance and disciplinary policies and procedures can be found in the policies folder on sharepoint or are available on request from a member of the office team. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the Connection Crew’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.

Connection Crew is committed to the implementation of this policy and to a programme of action to ensure that the policy is, and continues to be, fully effective. The overall responsibility for the policy lies with Warren Rogers, Director; however, all staff are required to comply with the policy and to act in accordance with its objectives so as to remove any barriers to equal opportunity.