Diversity and Inclusion Policy

We recognise the importance and the value of diversity and inclusion in our industry and are committed to providing equal opportunities and an inclusive environment for all individuals who work with us. It is important to us that our suppliers, partners, contractors and anyone else we may work with or receive services from (together “Business Partners”) meet the same high standards at all times.

Our Position

We support the principle of equal opportunities and oppose unlawful discrimination on the basis of sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, race, nationality, ethnic origin, disability, sexual orientation, religion or belief, age and part time or fixed term working arrangements (“protected characteristics”).

We are a committed equal opportunities employer and we will take all reasonable steps to ensure that our employees and Business Partners are treated fairly in respect of these matters and that our Business Partners also adhere to these principles. All of our policies and practices will conform with the principle of equal opportunities in terms of recruitment, selection, training, promotion, career development, discipline and dismissal and our staff and applicants shall not be disadvantaged by any policies or conditions of service which cannot be justified as being necessary for operational purposes.

Our Commitment

We are committing to identifying and wherever possible eliminating unlawful discrimination, harassment and victimisation and we will not tolerate any discriminatory practices or behaviours from our employees or our Business Partners.

The following forms of discrimination are unlawful and are strictly prohibited:

Harassment, which is any unwanted physical, verbal or non-verbal conduct related to a relevant protected characteristic which has the purpose or effect of, violating an individual’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

Direct discrimination, which is treating someone less favourably because of a protected characteristic.

Indirect discrimination, which is applying a provision, criterion or practice that adversely affects individuals with a particular protected characteristic more than others and which cannot be objectively justified.

Victimisation, which is retaliation against someone who has complained or who has supported someone else’s complaint about discrimination or harassment.

Failure to make reasonable adjustments, which is failing to make reasonable adjustments to alleviate disadvantages caused by a disability.

What we expect from our Business Partners

We expect our Business Partners to share our commitment to eliminating unlawful discrimination and harassment and to promoting diversity and inclusion throughout their business and the industry as a whole.

As a minimum, we expect all Business Partners to comply with the provisions of the Equality Act 2010 and to ensure that they have taken steps to prevent unlawful discrimination and harassment within their organisation.  If we find that a Business Partner does not adhere to our values, we will take appropriate action which may range from working with the Business Partner to ensure that they take the necessary reparative action, to cancelling the relevant contract or terminating our relationship with the Business Partner.