EQUALITY, DIVERSITY AND INCLUSION POLICY

Our Statement

One of our core values is that ‘we value difference’. We strive to live by this value every day, and in all that we do, but we recognise it’s not enough, and it’s time for us to up our game even further. We are ambitious, and this should include ambition in equality, diversity and inclusion. We must do and want to do much more. It is part of our core purpose to be a business that champions and supports diversity. SJR London ensures that all applications are treated equally and fairly throughout our recruitment process. We are determined that no application experiences discrimination on the basis of sex, race, ethnicity, religion or belief, disability, age, gender identity, ancestry, sexual orientation, veteran status, marriage and civil partnership, pregnancy and maternity, or any other basis prohibited by applicable law. We continue to build our consciously inclusive culture as part of our SJR London strategy throughout our business, partnerships, and communities.  We are motivated and energised by the opportunity to improve outcomes for everybody within our agency.

 

We understand that to achieve meaningful and lasting change around equality, diversity and inclusion; we need a proactive and comprehensive approach that:

  • Is embedded throughout our agency and strategy

  • Is championed by our leadership team

  • Takes into account people’s views and experiences and the external context.

  • Must result in a range of actions that deliver clear and measurable benefits that are reviewed, appraised and reported to our key stakeholders.

 

SJR-London 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 for each employee to feel respected and able to give their best.

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

 

SJR-London 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 agency.

  • 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 by the leadership team, and owners of the business details of the organisation’s grievance and disciplinary policies and procedures can be requested via email to charley@sjrlondon.com.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.

This plan & policy is reviewed yearly; however, we also update the policy to take account of changes in the law as and when necessary. We welcome support, challenge and any ideas around our approach. This is a step on a journey of change, and we know that this may need to change further