Our Equality, Diversity and Inclusive Policy
We are an equal opportunity employer. We are committed to ensuring our culture and processes are free of unlawful or unfair discrimination. Everyone stands to benefit when we embrace and value the diversity of thoughts, ideas, and ways of working that people from different backgrounds, experiences and identities bring to an organisation.
Research on the psychological contract shows that people want to work for employers with good employment practices. They also want to feel valued at work. To be competitive, organisations need everyone who works for them to make their best contribution. Increasingly, employers recognise the importance of diversity and inclusion in recruiting and retaining the skills and talent they need.
Promoting and supporting diversity in the workplace is also an important aspect of good people management – it is about valuing everyone in the organisation as an individual. It is vital to have an inclusive environment where everyone feels able to participate, be engaged and achieve their potential.
UK legislation sets minimum legal standards regarding discrimination in the Equality Act 2010.
Discrimination can:
- Impact an individual’s wellbeing, performance at work and intention to stay.
- Adversely affect employment opportunities.
- Result in failure to recognise skills-based abilities, potential and experience.
- Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims.
Characteristics protected by law are:
- Age
- Disability
- Race
- Religion or belief
- Sex (including gender reassignment)
- Nationality
- Ethnic or national origin
- Marriage and civil partnership status
- Pregnancy or maternity
- Fixed term or part-time status
- Sexual orientation
The above characteristics are not always easily recognised for example, personal characteristics such as background, culture, personality, workstyle, accent, and language. It is important to recognise that a ‘one-size-fits all’ approach to managing people can cause offence.
Under representative in the UK generally refers to Black, Asian etc however if we consider the world as a whole – there are more women than men and more Black/ Asian/Oriental than white……so every white male reading this is actually in the ‘under representative’ group.
The purpose of this policy is to:
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.
to 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.
ensure all staff understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against fellow employees, customers, suppliers and the public. Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment IS a criminal offence under the Protection from Harassment Act 1997 and is not limited to harassment relating to a protected characteristic.
review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.
monitor as necessary the balance of the workforce regarding diversity and meet the requirements of legislation. 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. Details of the organisation’s grievance and disciplinary policies includes how an employee can raise a grievance.
Note – an employee has the right to make a claim to an employment tribunal within three months of the alleged discrimination irrespective of whether they raised a grievance.
Definitions
Equality is defined as being equal in status, rights and opportunities.
Diversity is about recognising differences. Three of the main business benefits of taking diversity seriously are talent, market competitiveness, and corporate reputation.
A diverse workforce can help to inform the development of new or enhanced products or services, open new market opportunities, improve market share and broaden an organisation’s customer base. However, people need to feel they have a voice in the organisation to allow their different perspectives to be heard.
Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. An inclusive working environment is one in which everyone feels that they belong without having to conform, that their contribution matters and they can perform to their full potential, no matter their background, identity, or circumstances. An inclusive workplace has fair policies, practices in place, and enables a diverse range of people to work together effectively.
Harassment is when someone is subjected to unwanted conduct having an intimidating, hostile, degrading, humiliating or offensive impact.
Victimisation is where someone is treated less favourably than colleagues because of asserting their statutory rights.
Direct discrimination is when someone is put at a disadvantage because of a protected characteristic even if the discrimination is unintentional. For example, a woman with young children failing to get a job or an older man not being given a physical job because it is perceived he will not be strong enough.
Indirect discrimination is when someone employment is affected by an unjustified decision. For example, a job advert stipulating GCSE English (only used in the UK) or a promotion being available to full timers only (higher level of women work part-time due to childcare or other caring responsibilities). Also includes discrimination of someone with a physical disability where reasonable measures can be taken e.g., a workstation moved to the ground floor if no lift.
Gender Pronouns
Gender pronouns or PGPs (Preferred Gender Pronouns) have come into use as a way of promoting equity and inclusion and include the use of her/she, him/his, they/them in email sign offs.
Always feel free to tell us what terminology you would like us to use to describe you.
Transgender Equality
Planet recognises there are many different identities that come under the transgender umbrella. We will treat all gender identities of employees with dignity and respect and know the gender related identities as a protected characteristic of The Equality Act 2010. We will:
- Create a safe and productive working environment for all employees.
- Stop any stigmatization.
- Demonstrate that all trans employees, regardless of whether they have decided to go through the process of part or full gender reassignment, should be treated with equal respect.
- Develop a culture above the minimum standard of legal compliance that will lead to a more comfortable and positive experience for trans employees in the workplace.
employee’s consent, or if in exceptional circumstances when the information would be relevant to the safety of the transgender employee.
Transitioning on the Job
Employees who transition whilst working at here can expect the support of management and the human resources representative. We will work with each transitioning employee individually to ensure a successful workplace transition.
- An appropriate member of staff will be assigned to help the transitioning employee manage their workplace transition.
- HR will set the expectations for staff in facilitating a successful workplace transition.
- HR will implement a procedure for transition-related workplace changes, such as adjusting personnel and administrative records and replacing business cards or ID badges.
- HR will develop an individual communication plan with the trans employee to help share the change with colleagues and clients.
Ex-offenders
The Rehabilitation of Offenders Act 1974 means most companies must not discriminate in anyway against someone who has had a criminal record.
Terminology that should no longer be used:
| Non-inclusive term | Inclusive term |
| Foreign or foreigner | English as a second language |
| Whitelisting or blacklisting has been used to equate white with ‘good, permitted, safe’ and black with ‘bad, dangerous, forbidden’. | Allowed list |
| Husband/wife | Spouse or partner |
| Chairman/chairwomen | Chairperson |
| Salesman/saleswomen | Salesperson |
| Blindspot | Problem area |
| Tone deaf | Does not listen |
| Man hours | Work areas |
| Minority | Under-represented |
| Ethnic | Person of colour |
| OCD/insane/crazy | Precise, fastidious, particular |
| Homosexual Gay, lesbian or LGBTQ+ | Sexual preference |
| Sex change | Transitioning |
| Wheelchair bound | Person who uses a wheelchair |
| Mentally ill | Person with mental health condition |
| Old | Person 65 or over |
| Slaving away | Working hard |
| Mum/Dad | Parents or guardians |
