Our Equality and Inclusion Policy
Created
02.08.2022
Last Modified
29.03.2023
One Degree North is an Equal Opportunity Employer and is committed to ensuring that our terms and conditions of employment for both current and future employees are equitable and non-discriminatory. This means that job applicants, employees, suppliers and clients will be treated fairly irrespective of any of the ‘Protected Characteristics’ as defined by the Equality Act 2010. The 9 protected characteristics are:
- race,
- religion or belief,
- age,
- disability including mental health,
- gender reassignment,
- marriage and civil partnership,
- pregnancy and maternity,
- sex,
- sexual orientation.
This policy applies to all our employees, workers, contractors and subcontractors, who provide services on our behalf. As a result, we are all obliged to uphold the ethos and values of this policy and treat each other fairly and with respect. We have a duty of care to our employees and clients to protect them from discrimination and harassment from others, including third parties who provide services for us.
To promote equal opportunities and prevent harassment and or bullying with all employees, we:
- share and communicate this policy,
- hold regular training for all employees on it,
- ensure all team members are aware of what the policy means in relation to their conduct and responsibilities,
- encourage an open culture where people share experiences to encourage diversity and inclusion,
- have an open-door policy where people are free to talk about any concerns they may have about equality with their senior team.
When it comes to equal opportunities, the following definitions are important:
| Discrimination: | This means treating people less favourably because of a protected characteristic they have or are thought to have (see perceptive discrimination below), whether this be direct or indirect by applying a provision, criterion or practice, which disadvantages such persons. | |
| Discrimination by Association: | This is direct discrimination against someone because they associate with another person who possesses a protected characteristic. | |
| Discrimination by Perception: | This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic. | |
| Discrimination Arising from Disability: | This is treating a disabled person unfavourably because of something connected to their disability where there is no objective justification. This only applies if an employer knows or could reasonably be expected to know that the person is disabled. | |
| Sexual Orientation | This means sexual orientation for a person of the same sex, different sex or for persons of both sexes. It does not include sexual practices or preferences. Discrimination can occur based on a perception of a person’s sexual orientation, even if that perception is wrong. It can also include discrimination against a person by reason of the sexual orientation of someone they associate with. | |
| Age: | Age is defined by the number of years an individual has lived. | |
| Gender Reassignment: | This means a desire to be known or to become a person of a gender different to that to which they were born. It includes someone who proposes to or has completed a process to change his or her gender. | |
| Religion/Religious Beliefs: | Religion or religious beliefs is defined as any religion, religious belief or similar philosophical belief. It does not include philosophical or political beliefs unless that belief is similar to a religious belief. Discrimination can occur based on a perception of a person’s religion or beliefs even if that perception is wrong. It can also include discrimination against a person by reason of the religion or religious beliefs of someone they associate with. | |
| Disability | A person is defined as being disabled if they have a physical or mental impairment that has a “substantive” and “long-term” negative effect on their ability to do normal daily activities. “Substantial” is more than minor e.g., it takes the person much longer than it usually would to complete a day-to-day task such as getting dressed. “Long-term” means 12 months or more. Recurring or fluctuating conditions, such as Arthritis can also be included. | |
| Harassment: | Harassment is defined as any hostile, unwanted unreasonable and/or offensive conduct related to a relevant protected characteristic, which adversely affects a person’s dignity, self-confidence and well-being and creates a hostile environment and which leads to that person feeling intimidated, degraded or humiliated. A person is also protected from harassment because of perception and association. | |
| Third Party Harassment: | An employer is liable for harassment of their employees by people (third parties) who are not employees of the organisation, such as clients and contractors. This will only apply if the harassment has occurred on at least two previous occasions and the employer has been made aware of this and has not taken reasonable steps to prevent this from happening again. | |
| Racial Harassment: | Racial harassment is defined as any action, conduct, comment, gesture or behaviour that is offensive, embarrassing, insulting or intimidating. It may include derogatory remarks, quips, jokes, innuendoes, taunts or physical abuse which is racially derogatory and potentially offensive and relates to a person’s race, caste religion or ethnic origins. | |
| Sexual Harassment: | This is defined as:Any action, conduct, comment, gesture or physical contact of a sexual nature that is unwelcome and might reasonably be seen by an employee or prospective employee as placing an implicit or explicit condition on employment. Any persistent, unwelcome action, conduct, comment, gesture or physical contact of a sexual nature that is likely to cause offense, embarrassment or humiliation to an employee or creates an offensive working environment. | |
| Bullying: | This is defined as repeated treatment with the purpose of controlling individuals or making them insecure in their roles or treatment that has that effect (whether it be direct or indirect/verbal or non-verbal). | |
| Victimisation: | Victimisation occurs when an employee is subject to a detriment because of something they have done under or in connection with asserting their rights under any employment legislation or regulations. This will not apply if the complaint was maliciously made or if an individual supports an untrue complaint. | |
| Positive Action: | This is allowed by the law to encourage disadvantage groups who have been under-represented in particular works areas. |