Group Equality, Diversity and Inclusion Policy

Description: Group Equality, Diversity and Inclusion Policy

Policy Applicable to: Greosn Group

Policy Owner: Greosn Board

Last Updated: (Version 1) January 2025

Next update due: January 2026

Version: 1

Our Policy

Greosn is committed to providing equal opportunities in employment and to avoiding unlawful

discrimination in employment and against customers. The aim is for all our workforce, permanent, temporary, full or part time, to be truly representative of all sections of society, and for each employee to feel respected and able to give their best.

Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equal opportunities in

employment.

Scope

This policy applies to all growing companies within the Greosn Group, their sites and locations across the UK and to permanent and temporary/seasonal employees. It does not apply to Pro-Force employees and agency workers.

It does not form part of an employee’s contract of employment and may be amended at any time at Greosn’s discretion.

The law

It is unlawful to discriminate directly or indirectly in recruitment or employment because of the Equality Act 2010 protected characteristics, which are:

·       age

·       disability

·       gender reassignment

·       marriage or civil partnership

·       pregnancy and maternity

·       race (including colour, nationality, and ethnic or national origin)

·       religion or belief

·       sex

·       sexual orientation

Types of unlawful discrimination:

Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. An example of direct discrimination would be refusing to employ a woman because she is pregnant.

Indirect discrimination is when a working practice, policy or rule is the same for everyone but has a worse effect on someone because of a ‘protected characteristic’. An example of indirect discrimination would be to advertise that a role needs 10 years’ experience. This could be indirect age discrimination as a young person would be excluded even though they may be capable of doing the role. Indirect

discrimination might be justified if the company can provide an ‘objective justification’.

Harassment is where there is unwanted conduct, related to one of the protected characteristics (other than marriage and civil partnership, and pregnancy and maternity) that has the purpose or effect of violating a person’s dignity; or creating an intimidating, hostile, degrading, humiliating or offensive

environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.

Victimisation is retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

ACAS provides further information on Discrimination and Law.

Greosn opposes and avoids all forms of unlawful discrimination including:

·       pay and benefits

·       terms and conditions of employment

·       dealing with grievances and discipline

·       dismissal

·       redundancy

·       leave for parents

·       requests for flexible working

·       selection for employment, promotion, training or other developmental opportunities

Our Commitments

Greosn is committed to encouraging equality, diversity and inclusion in the workplace as they are good practice and make good business sense. We do this through four key commitments:

1.      Living our Tenets:

It is integral to creating a culture where everyone feels valued, respected and part of a team:

Be fair — Relish the challenge — Face the future with confidence — Lead with passion — Build with ambition — Work with

enthusiasm — Have fun — Champion potential — Be resourceful

2.      Building an inclusive and diverse workforce:

·        Creating 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 employees are recognised and valued.

·        Making decisions concerning employees being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

·        Training our managers and other employees about their rights and responsibilities under the equality, diversity and inclusion policy.

3.      Providing equal opportunities to all:

·        Monitoring 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.

·        Reviewing employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

·        Making opportunities for training, development and progression available to all employees, 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.

4.      Taking positive action:

·        Taking 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.

·        Dealing with such acts as misconduct under the organisation’s grievance and/or disciplinary policies and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

·        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.

Your responsibility

We all have a responsibility to behave in a way that is respectful and inclusive of other people, and to understand that our views and opinions may not always be the same. Here are some things that we can all do to create an inclusive workplace

·       Try to understand other people’s points of view and help them understand yours

·       If you ever see inappropriate behaviour, challenge or report it

·       If you challenge others, do so in a respectful way

·       Be aware of different cultures and customs and respect the benefits that diversity can bring

·       Look for solutions to problems and try to resolve issues constructively

·       Deal with customers, colleagues and suppliers in an ethical and lawful way with respect at all times

·       Leaders and managers should actively encourage an inclusive team approach and promptly address any conduct that is inappropriate

It is everyone’s responsibility to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

Remedy

Any employee who believes they have been adversely affected by discrimination should raise the issue using the Greosn Grievance Procedure. They will not be victimised for doing so and severe penalties will be imposed on those who do victimise individuals complaining of discrimination. If the matter is of a sensitive nature then the employee can raise directly with a director or via the independent third party whistleblowing helpline.

Use of the grievance procedure does not affect an employee’s right to make a complaint to an employment tribunal. Complaints to an employment tribunal must normally be made within three months of the beginning date of the act of discrimination.

Penalties

Greosn views breaches of the policy as extremely serious.

Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under the Greosn Disciplinary Policy. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice

Monitor and Review

This policy will be monitored periodically by the Company to judge its effectiveness and will be updated in accordance with changes in the law.

Information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the General Data Protection Regulations 2016.

Related Policies

This policy is supported by the following other Greosn policies:

(a)    Anti-Bullying and Harassment Policy

(b)    Grievance Policy.

(c)    Disciplinary Policy

(d)    Recruitment Policy

(e)    Whistleblowing Policy