Equality, diversity and inclusion policy

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.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

OUR POLICY’S PURPOSE

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. 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
• sexual orientation

3. 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
• selection for employment, promotion, training or other developmental opportunities

FORMS OF DISCRIMINATION

1. Discrimination may be direct or indirect and it may occur intentionally or unintentionally. Direct discrimination occurs where someone is put at a disadvantage for a reason related to one or more of the grounds set out in the previous paragraph
2. Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of, for example, their sex or race.
3. Discrimination also includes victimisation (less favourable treatment because of action taken to assert legal rights against discrimination or to assist a colleague in that regard) and harassment.

DECLARATION OF INTENT

1. We commit to encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
2. The Octagon Clinic is committed to taking positive action to fight unlawful discrimination in every respect of its work and to create a working environment free of bullying, harassment and victimisation, 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
3. The Octagon Clinic is an equal opportunities employer. The aim of its equal opportunities policy is to ensure that no job applicant or member of Staff will be discriminated against on the grounds of gender, sexual orientation, marital or civil partner status, gender affirmation, race, religion or belief, colour, nationality, ethnic or national origin, disability or age, pregnancy or trade union membership or the fact that they are a part-time worker or a fixed-term employee. The Octagon Clinic will strive to redress any imbalance that may become evident.
4. The Octagon Clinic takes 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.
5. The Octagon Clinic will 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 organisation.
6. The Board of Directors shall review the content and effectiveness of the policy annually or more often as necessary as part of their business planning review process. The Board of Directors is responsible for the policy’s day to day implementation.
7. The Board of Directors will regularly monitor and review the composition of its executive committee with the aim of promoting a broad-based representation.
8. This policy applies to the advertising of jobs and recruitment and selection, to training and development, opportunities for promotion, to conditions of service, benefits and facilities and pay; to health and safety and to conduct at work, to grievance and disciplinary procedures and to termination of employment, including redundancy.


TO WHOM DOES THE POLICY APPLY?

1. All members of Staff have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against or harass other members of Staff, whether junior or senior to them. In some situations, The Octagon Clinic may be at risk of being held responsible for the acts of individual members of Staff and will not therefore tolerate any discriminatory practices or behaviour.
2. The policy statements apply equally to the treatment of our visitors, clients customers and suppliers by our Staff and the treatment of our Staff by these third parties

BREACHES OF THE POLICY

1. If are an employee, and you believe that you may have been disadvantaged on any of the unlawful grounds listed previously, you are encouraged to raise the matter through formal grievance procedure. Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach in this policy which are found to have been made in bad faith will, however, be dealt with under our disciplinary procedure.
2. If, after investigation, you are proven to have discriminated against, unfairly treated or harassed any other member of Staff or otherwise act in breach of this policy, you will be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. The Octagon Clinic will always take a strict approach to serious breaches of this policy.
3. As this policy applies equally to members of Staffs’ relations with visitors, clients, customers and suppliers, if, after investigation, you are proven to have discriminated against or harassed a client or supplier you will also be subject to disciplinary action.

OUR DISCIPLINARY AND GRIEVANCE PROCEDURES

Details of the organisation’s grievance and disciplinary policies and procedures can be found at the The Octagon Clinic Staff Handbook. This includes with whom an employee should raise a grievance.

Use of the organisation’s grievance 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.