B Line Taxis Aldershot is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. 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.
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. Uphold the Equality Act 2010
We will not unlawfully discriminate because of the protected characteristics defined under the Equality Act 2010, including:
3. Oppose All Forms of Unlawful Discrimination
This includes in:
1. Promote Equality, Diversity and Inclusion
We will encourage equality, diversity and inclusion in the workplace as they are good practice and make sound business sense.
2. Maintain a Safe and Respectful Working Environment
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 this policy. All staff should understand that 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. Take Complaints Seriously
We will take seriously 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 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.
Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. 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.
4. Provide Equal Opportunities for Training and Development
Opportunities for training, development and progress will be 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. Base Decisions on Merit
All decisions concerning staff will be based on merit, apart from any necessary and limited exemptions and exceptions allowed under the Equality Act.
6. Review Employment Practices Regularly
We will review employment practices and procedures when necessary to ensure fairness, and update them and this policy to take account of changes in the law.
7. Monitor Workforce Composition
We will monitor the make-up of the workforce regarding 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 this policy.
Monitoring will also include assessing how this policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Details of the organisation's grievance and disciplinary policies and procedures can be found in the Employee Handbook. This includes with whom an employee should raise a grievance — usually their line manager.
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.
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