Good equality practices benefit everyone. Wholegrain acknowledges that the quality of life for many people around the world has been eroded by disadvantage and discrimination, and that experience of this is both wide and varied.<\/span><\/p>\n It\u2019s important to us that Wholegrain is a diverse, inclusive and open-minded place to work and we encourage people from a broad range of backgrounds to join our merry team.<\/span><\/p>\n Our \u2018Equal Opportunities Policy\u2019 reflects our commitment to equality, inclusivity and to promoting diversity in the workplace.\u00a0 It also reflects the importance of creating a working environment that: provides freedom from unlawful discrimination; accepts and appreciates difference; and treats<\/span> everybody with kindness and respect.\u00a0<\/span><\/p>\n This policy applies to all employees (including former), with various elements of it applying to self-employed contractors and applicants for vacancies within Wholegrain..\u00a0 It is also the standard by which we expect all contractors, clients, suppliers, and office visitors to maintain in their working relationship with our team members.\u00a0<\/span><\/p>\n We aim to provide a service that does not discriminate against our clients and customers in both the means by which they can access the services we provide, as well as in our interactions with them.\u00a0 It is therefore important that all employees and contractors, working with our clients and customers, are fully aware of our expectations in respect of their conduct and choice of behaviour. As such this policy should be read in conjunction with the company\u2019s \u2018Dignity at Work (Anti-Harassment, Discrimination and Bullying) Policy\u2019 and the \u2018Code of Ethics Policy.\u2019<\/span><\/p>\n Any, and all, personal data used in conjunction with this policy shall be collected, held, and processed in accordance with our \u2018Data Protection Policy.\u2019\u00a0<\/span><\/p>\n This policy does not form part of your contract of employment or contract for services and may be amended from time to time. <\/span><\/p>\n We are strongly opposed to discrimination, whether intended or unintended, in all its forms.\u00a0<\/span><\/p>\n We are committed to:<\/span><\/p>\n Our topmost priority is to protect and promote the rights and interests of individuals and the communities within which we work. Where there are conflicts of interest, we will make judgments according to existing laws and policies.<\/span><\/p>\n We expect all of our team members to commit themselves to challenge and combat discrimination in all its forms. \u00a0 Concerns or complaints relating to discrimination, or the execution of this policy, may be raised informally via your Line Manager or to the Managing Director.\u00a0 Alternatively, the informal or formal stages of the company\u2019s \u2018Grievance Policy and Procedure\u2019 may be used instead. <\/span><\/p>\n As a business, we seek to play a part in creating, maintaining, and promoting a society in which each person has equal entitlement and access to high-quality opportunities and services, irrespective of their personal characteristics, whether prescribed in law or otherwise.<\/span><\/p>\n For clarity\u2019s sake, the Equality Act 2010 references the following nine \u2018protected characteristics\u2019 that form the basis of equality laws in respect of discrimination and harassment:<\/span><\/p>\n Wholegrain recognises that legal obligations in relation to discrimination may overlap between different groups and that some groups do not benefit from legislative protection. We therefore take the view that good practice towards all groups through this policy is an absolute necessity.<\/span><\/p>\n This policy applies to all aspects of our relationship with former, current, and prospective employees to ensure that the following activities are determined on the basis of capability, experience, skills, and productivity:<\/span><\/p>\n Some elements of the above also apply to contractors as determined by law and updated from time to time. <\/span><\/p>\n Discrimination is unequal or differential treatment, which leads to one person being treated more or less favourably than others are, or would be treated in the same or similar circumstances, on the grounds of one or more of the nine \u2018protected characteristics.\u2019 Discrimination may be direct (when someone is put at a disadvantage or treated less favourably because of a ‘protected characteristic’) or indirect (when a working practice, policy or rule is the same for a group of individuals but has a worse effect on one or more individuals because of a ‘protected characteristic’), and includes discrimination by perception and association.<\/span><\/p>\n Discrimination can be direct or indirect, intentional, or unintentional. Discrimination can be perpetrated by individuals, groups, or institutions. At an individual level, discrimination is based on personal attitudes of superiority; at a group level, shared behaviour serves to reinforce discrimination; at an institutional level, prejudice becomes embedded in policy and procedure with the effect of excluding some people in favour of others.<\/span><\/p>\n At all levels, discrimination caused by unfair treatment and unequal distribution of opportunities and resources deprives people of a good quality of life and serves to reinforce a cycle of multi-faceted disadvantage.<\/span><\/p>\n \u2018Positive action\u2019 means the steps that a company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the company. \u00a0 If Wholegrain chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably. It will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.<\/span><\/p>\n Wholegrain will make reasonable adjustments to facilitate the employment of a disabled employee, job applicant, self-employed contractor, or worker. These may include:<\/span><\/p>\n If an employee has a disability and feels that any such adjustments could be made by the company, they should speak to their Line Manager. \u00a0 During the recruitment process, candidates will be reminded to make Wholegrain aware of any reasonable adjustments that may be necessary to support them during the process. <\/span><\/p>\n The Managing Director is responsible for determining the \u2018Equal Opportunities Policy\u2019 and along with Line Managers, for overseeing its implementation across our business activities.\u00a0 This includes the responsibility for ensuring that this policy is distributed to all employees and contractors. In addition to Wholegrain clients, suppliers and office visitors so as to support our working relationship with them and their teams, and in the event it is necessary to deal with any breaches of it.\u00a0 Line Managers are also responsible for ensuring that they promote equal opportunities in their planning and operations activities.<\/span><\/p>\n The HR Consultant is responsible for assessing our company policies, ensuring that they\u2019re free from bias and that all team members have awareness of them to ensure their compliance and support of them.\u00a0 Should we discover any bias in our policies, we will immediately refine our processes and provide any necessary training.<\/span><\/p>\n Every employee is responsible for adhering to this policy,\u00a0 for mainstreaming its provisions, and for highlighting any practices or behaviour within Wholegrain that contravenes it.\u00a0<\/span><\/p>\n All employees and contractors have a responsibility to ensure that they follow our policies and procedures and to conduct themselves towards others in accordance with this policy.\u00a0 The co-operation of all team members is essential for the success of it.\u00a0<\/span><\/p>\n Breaches of the policy will be dealt with under the company\u2019s disciplinary procedures as appropriate. In addition, individuals may also be held independently and individually liable for their discriminatory acts by Wholegrain and in some circumstances, by a judicial court.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":" Introduction Good equality practices benefit everyone. Wholegrain acknowledges that the quality of life for many people around the world has been eroded by disadvantage and discrimination, and that experience of this is both wide and varied. It\u2019s important to us that Wholegrain is a diverse, inclusive and open-minded place to work and we encourage people […]<\/p>\n","protected":false},"author":24,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[19,17,8],"tags":[],"acf":[],"yoast_head":"\nPolicy Statement<\/b><\/h2>\n
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The Policy<\/b><\/h2>\n
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Policy Scope<\/b><\/h2>\n
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Definition of Discrimination<\/b><\/h3>\n
Key Issues for Different Groups<\/b><\/h3>\n
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\nDefinition \u2013 negative assumptions based on a person\u2019s age, which can affect both young and older people, particularly when they apply for jobs. It is not permissible to treat a person less favourably because of their age.<\/span><\/b><\/li>\n
\n<\/b><\/b>Definition \u2013 this occurs when disabled people are faced with barriers to their full participation in society e.g. lack of access, negative attitudes, lack of support systems.\u00a0 A disability relates to either a physical or mental impairment, or an impairment that has a substantial and long-term adverse effect on the individual\u2019s ability to carry out normal day-to-day activities.\u00a0 It is not permissible to treat a disabled person less favourably than a non-disabled person.\u00a0 Furthermore, reasonable adjustments (see below) must be made to give the disabled individual as much access to any services and ability to be employed, trained, or promoted as a non-disabled person. Wholegrain undertakes to be proactive in countering this form of discrimination and promoting a positive attitude towards providing opportunities for people with disabilities.<\/li>\n
\nDefinition \u2013 the belief that one culture and set of values is superior to another, leading to prejudice on nationality, ethnic, origin, colour, and culture.\u00a0 It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality, or their ethnic origin.<\/span><\/b><\/li>\n
\nDefinition \u2013 negative attitudes and prejudices based on the belief that heterosexuality is the norm. It is not permissible to treat a person less favourably because of their sexual orientation. <\/span><\/b><\/li>\n
\nDefinition \u2013 negative perceptions based on the view that one set of beliefs is superior to another.\u00a0 It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief. <\/span><\/b><\/li>\n
\nDefinition \u2013 discrimination in employment and opportunity against a person (typically a woman) on grounds of sex.\u00a0 It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women, those undergoing or intending to undergo gender reassignment.\u00a0 Sexual harassment of men and women can also be found to constitute sex discrimination. <\/span><\/b><\/li>\n<\/ul>\nRecruitment and Positive Action statement<\/b><\/h2>\n
Reasonable Adjustments<\/b><\/h2>\n
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Responsibilities<\/b><\/h2>\n