Dynamic Development (‘the company’) is dedicated to encouraging a supportive and inclusive culture amongst the whole workforce. The company promotes equality and diversity and eliminates any unlawful discrimination in the workplace.

 

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 company, as a provider of services, is also committed against unlawful discrimination of clients 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 (gender) 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

 

We shall treat everyone equally and with the same attention, courtesy and respect, regardless of:

 

• sex (including transgender)

• pregnancy, maternity and paternity

• sexual orientation

• gender reassignment

• marital status (including civil partnership or same sex marriage)

• race or racial group (including colour, nationality and ethnic or national origins)

• religion or belief

• age

• caring responsibility

• disability

 

We will take all reasonable steps to ensure that we and our staff do not unlawfully discriminate under:

 

• The Equality Act 2010;

• The Employment Rights Act 1996;

• The Human Rights Act 1998;

• The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;

• The Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2000;

• The Work and Families Act 2006;

• The Civil Partnership Act 2004; and

• Any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.

 

Meeting Our Clients’ Needs

As a provider of learning and development training services, the company will treat all clients equally and fairly and not unlawfully discriminate against them. The company will also, wherever possible, take steps to promote equal opportunity in relation to access to the legal services that we provide, taking account of the diversity of the communities that we serve. 

 

The company is committed to meeting the diverse needs of clients. We will take steps to identify the needs of clients in our community and ensure the services we provide are accessible to all. We will take account, in particular, to the needs of clients with a disability and clients who are unable to communicate effectively in English.

 

Third Parties

The company will not unlawfully discriminate in dealings with any third parties. 

 

Employment

The company will treat all employees and job applicants equally and fairly and not unlawfully discriminate against them. This applies equally to voluntary positions and anyone undertaking work experience with us. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, demotions, selection for redundancies, dress code, references, any bonus schemes, work allocation and any other employment related activities.

 

This company recognises the benefits of having a diverse workforce and will take steps to ensure that:

 

1. we endeavour to recruit from the widest pool of qualified candidates practicable and will consider the use of job centres, careers services and press advertisements in order to achieve the same

2. employment opportunities are open and accessible to all on the basis of their individual qualities and personal merit

3. where appropriate, positive action measures are taken to attract applications from all sections of society, including from those groups which are underrepresented in the workforce

4. selection criteria and processes do not unlawfully discriminate on the grounds of sex (including marital status, gender(including transgender), pregnancy, maternity and paternity), sexual orientation (including civil partnership status), religion or belief, age or disability; other than in those instances where the company is exercising permitted positive action or a permitted exemption

5. any recruitment agencies acting for the company will be made aware of requirements not to discriminate and to act accordingly

 

The company will treat all employees equally and create a working environment which is free from unlawful discrimination and which respects the diverse backgrounds and beliefs of employees. Terms and conditions of service for employees will comply with anti-discrimination legislation. The provision of benefits such as flexible working hours, maternity and other leave arrangements, performance appraisal systems, dress code, any bonus schemes and any other conditions of employment will not unlawfully discriminate against any employee on the grounds of their age; gender; marital status; race; religion or belief; sexual orientation or on the grounds of disability.

 

Where appropriate and necessary, the company will endeavour to make reasonable adjustments, provide appropriate facilities and conditions of service which take into account the specific needs of employees which arise from their ethnic or cultural background; gender; responsibilities as carers; disability; religion or belief or sexual orientation.  Any requests in this regard should be made direct to Chantell Riches.

 

While positive action measures may be taken in accordance with relevant anti-discrimination legislation to encourage applications from under-represented groups, appointments to all jobs will be based solely on merit. All employees will have equal access to training and other career development opportunities appropriate to their experience and abilities. However, the company will take appropriate positive action measures (as permitted by the anti-discrimination legislation) to provide special training and support for groups which are under-represented in the workforce and encourage them to take up training and career development opportunities.

 

The company as part of the annual performance review operation will identify any equality and diversity training needs and include these within staff learning and development plans. These will be appropriate to individuals experience and responsibilities.

 

All those who act on the company’s behalf will be informed of this equality and diversity policy and will be expected to pay due regard to it when conducting business on the company’s behalf. In all its dealings, including those with partners, any consortium members, suppliers, sub-contractors and recruitment agencies, the company will seek to promote the principles of equality and diversity.

 

Implementing the Policy

Ultimate responsibility for implementing the policy rests with the directors. The company appoints Chantell Riches to be responsible for the operation of the policy. All employees, the directors; and consultants of the company are expected to pay due regard to the provisions of this policy and are responsible for ensuring compliance with it when undertaking their jobs or representing the company.

 

Acts of unlawful discrimination on any of the forbidden grounds by any employees or the directors of the company will result in disciplinary action which could result, if appropriate, in dismissal. Failure to comply with this policy will be treated in a similar fashion. This policy applies to all personnel of the company including the directors.

 

Complaints of Discrimination

The company will treat seriously all complaints of unlawful discrimination on any of the forbidden grounds made by any employees, the directors, clients, barristers or other third parties and will take any necessary and appropriate action.

 

All complaints will be investigated in accordance with the company’s grievance or complaints procedure and the complainant will be informed of the outcome.

 

We will also monitor the number and outcome of complaints of discrimination made by any staff, clients, the directors, and any third parties.

 

Policy Review

As part of our ongoing commitment, this policy will be reviewed and updated as and when necessary.