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VISWELD Equality, Diversity and Inclusion Policy

UAB VISWELD has approved an Equality, Diversity and Inclusion Policy to eliminate unlawful discrimination and encourage representation across their workforce. The policy aims to provide fairness for all employees regardless of protected characteristics and prevent bullying or harassment. It also commits the organization to training, monitoring workplace diversity, and reviewing practices to ensure compliance with equality laws.

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Jevgenij Zaneborec
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67 views2 pages

VISWELD Equality, Diversity and Inclusion Policy

UAB VISWELD has approved an Equality, Diversity and Inclusion Policy to eliminate unlawful discrimination and encourage representation across their workforce. The policy aims to provide fairness for all employees regardless of protected characteristics and prevent bullying or harassment. It also commits the organization to training, monitoring workplace diversity, and reviewing practices to ensure compliance with equality laws.

Uploaded by

Jevgenij Zaneborec
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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APPROVED

By General Director
Igor Valevko
Date_________________
Sign_________________

EQUALITY, DIVERSITY AND INCLUSION POLICY

UAB VISWELD 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.

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 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

The organisation 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.

The equality, diversity and inclusion policy is fully supported general director and has been agreed
with trade unions and/or employee representatives.

Details of the organisation’s grievance and disciplinary policies and procedures can be found at
company office. This includes with whom an employee should raise a grievance – usually their line
manager.

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.

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