Equality & Diversity.

 

EQUALITY, DIVERSITY & INCLUSION POLICY:

Midatt Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aims of this policy are:

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

  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

    > age

    > disability

    > race (including colour, nationality, and ethnic or national origin)

    > religion or belief

    > sex

    > sexual orientation

    > gender reassignment

    > marriage or civil partnership

    > pregnancy and maternity

  • Oppose and avoid all forms of unlawful discrimination. This includes in:

    > pay and benefits

    > terms and conditions of employment

    > dealing with grievances and discipline

    > selection for employment, promotion, training or other developmental opportunities

OUR COMMITMENTS:

Midatt Ltd commits to:

  • Encouraging equality, diversity and inclusion in the workplace

  • 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.

  • Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

  • Take 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 Midatts’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.

  • 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.

  • Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

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Last updated 26.09.23. To be reviewed yearly.