Longboat Rond

Equality, Diversity and Inclusion Policy

Longboat Rönd Ltd. is committed to encouraging equality, diversity and inclusion amongst our workforce, and to eliminating unlawful discrimination of any kind.

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 without fear of discrimination.

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

This policy’s purpose is to:

  • Age
  • Disability
  • Gender reassignment
  • Marriage or Civil Partnership
  • Pregnancy and Maternity
  • Race (including colour, nationality, and ethnic or national origin)
  • Religion or Belief
  • Sex
  • Sexual Orientation
  • 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

Longboat Rönd commits to:

  1. We will encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

2. We will 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

3. We will take seriously any and all 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 our disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
 
Furthermore, 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 in the UK.
 

4. We will make time 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.

5. We will make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the UK’s Equality Act).

6. We will review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in UK and other applicable laws.

7. We will 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.

Agreement to follow this policy

This Equality, Diversity and Inclusion policy is fully supported and adopted by senior management. All staff are required to agree and comply with the wording and spirit of its message.

Our disciplinary and grievance procedures

Any employee, permeant or contracted, can raise a grievance with their designated line manager or a member of senior management wat any time without fear of repercussions.

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.

Longboat Rönd Ltd is dedicated to the welfare of its staff and is an ethical employer. We will not tolerate discrimination and we actively encourage our staff and clients to report any unacceptable behaviour and to help us improve if errors occur or mistakes are made.