DIVERSITY & INCLUSION

We are on a mission to encourage & promote Equality, Diversity and Inclusion (EDI).

Diversity is much bigger than just race and gender. It is also about where and how people have learnt and where people have come from in their career journeys amongst many other nuances. We are dedicated to challenging our clients thinking and ensuring they consider the widest possible pool of candidates in our shortlists

Using industry benchmarks, we aim to exceed the expected diversity quota for shortlisted candidates, taking into account protected characteristics, neuro-diversity, and socio-economic backgrounds. We achieve this through a partnership with our clients, designing inclusive methods of attraction and assessment throughout the hiring process. Where necessary, we will work with the hiring team and interviewers to ensure proportionate representation and gender-neutrality, to avoid affinity bias and ensure fair and robust evaluation for all candidates. It is our aim to ensure that no employee, candidate or client receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics). 

This Policy, and other associated arrangements/policies, shall operate in accordance with statutory requirements (including the Equality Act 2010). In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments and/or any other statutory bodies. 

Our Commitment:

• To actively promote EDI in the workplace.
• To create an inclusive culture where everyone can be valued for who they are and in which individual differences and the contributions of all our staff are recognised and valued.
• Our recruitment, selection and assessment process will always be based entirely on skills and competencies of the specific role and appointments will be transparent and based entirely on merit.
• Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
• We will ensure that individuals are treated equally and fairly and that decisions on training, development and progression opportunities are available to all staff and based on objective criteria.
• We will regularly review all our employment practices and procedures to ensure fairness. 
• Where we are advised, we will make reasonable adjustments (if needed) to ensure that our services and offices can be accessed.
• Breaches of our EDI Policy will be regarded as misconduct and could lead to disciplinary proceedings.

Responsibility as a Colleague:

Every employee has personal responsibility for the implementation of this policy. In particular, all colleagues should:

• comply with the policy and arrangements;
• not discriminate in their day to day activities or induce others to do so;
• not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
• ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
• inform their manager if they become aware of any discriminatory practice.

Any instance of doubt about the application of this policy or other questions should be addressed to the managing director. 

For Candidates and Clients:

• We will not discriminate directly or indirectly, or harass candidates or clients because of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation in the provision of Change’s goods and services
• Job advertisements used will be non-discriminatory. Similarly on and offline advertisements will be diverse and inclusive, targeting all suitable potential job applicants.
• Any selection criterion is based upon merit and the ability to do the job, regardless of sex, race, disability, age, sexual orientation, religion or philosophical belief.
• No job applicant or employee shall receive less favourable treatment than any another person does, on grounds that are discriminatory, in any form.   

The responsibility of our Leadership

The effective implementation and operation of the arrangements for EDI will rest with our Managing Director.

All managers and staff responsible for or involved in drafting job specifications, job advertisements, application sifting, selection interviewing, confirmation of appointments, completion of the performance management framework, consideration of employees for training and development and promotion opportunities will be made aware of and act in accordance with this policy.Training will be provided for staff to increase their awareness of this policy and the associated arrangements. This policy is covered in the company induction.

Raising Concerns:

All employees have a right to pursue a complaint concerning discrimination, or bullying and harassment, and Change will take all complaints of this nature seriously. This may be against them or others; individuals should refer to the Bullying and Harassment Policy. Change is concerned to ensure that staff feel able to raise such concerns and no individual will be penalised for raising such a concern unless it is submitted maliciously or is made in bad faith. 

If an employee believes that they have been subject to discrimination, victimisation or harassment on any grounds the employee is encouraged to discuss the matter informally with the Managing Director. The employee is also entitled to raise a formal complaint at any time. In such circumstances, the employee should invoke Gravitate’s Grievance procedure.

Discrimination, harassment and victimisation will be treated as disciplinary offences and they will be dealt with under the Gravitate Disciplinary Procedure.