Equality & Diversity Policy
Our policy is to include everyone, to value differences in people and harness those differences to improve our work for the benefit of all our different customers. We will not unlawfully or unjustifiably discriminate against anyone on grounds, including their race, colour, nationality, ethnic or national origin, sex or sexual orientation, marital status, religion, disability or age. And we will act positively to address under-representation.
P Waddington & Co (1947) Ltd will provide terms and conditions, training, promotion and appraisal without regard to colour, race, nationality, national or ethnic origin, gender, sexual orientation, disability or marital status. We state to all employees that any acts of discrimination, including harassment will be grounds for disciplinary action and complaints will be raised through the grievance procedure.
To this end, within the framework of the law, we are committed, wherever practicable, to achieving and maintaining a workforce representative of the local communities in which we operate. We will monitor the implementation of the policy via a programme of action, which will be regularly reviewed and updated.
Overall responsibility for the application of the policy rests with the Managing Director and Health & safety / Compliance.
However, all employees of P Waddington & Co (1947) Ltd have a personal responsibility to observe and support the policy, in particular all managers and supervisors.
- Conducting an audit of our current practices and procedures in recruitment and selection, promotion, working patterns.
- Developing an Equality and Diversity action plan to implement any changes needed.
- Fostering a work environment where harassment, bullying or any other intimidating or offensive behaviour is unacceptable.
- Communicating our commitment to promote E & D, including through training.
- Enabling employees to manage their work and personal lifestyles through our flexible working policies and practices, in the context of P Waddington & Co Ltd genuine business requirements.
- Not tolerating any breaches of our policies. Any breach will be dealt with seriously under our disciplinary procedure.
- Review our recruitment and selection processes and make sure that our selection is based on objective job-related criteria.
- Create a staff development programme, which ensures that employees are aware of their rights and responsibilities.
- Monitor the composition of the existing workforce on the basis of their gender, age, ethnic background or disability and examine their progress. Identify barriers to progress and develop solutions to address these.
- Develop a positive action programme and review regularly.
- Review current practice around complaints and write a Dignity at work policy.
- Review the action plan twice a year.