At FTW we aim to treat all people fairly, irrespective of their race, colour, religion, political opinion, ethnicity, nationality, disability, gender, trans-gender, age, sexual orientation, marital status, trade union membership, are or are suspected of being an individual with protected characteristics or the fact that they are a part-time worker or a fixed-term employee.
FTW was founded and operates specifically to address inequalities of opportunity in the communities we serve. It is therefore fundamental to our success that we address our own internal behaviours with vigour and commitment.
The principle of non-discrimination and equality of opportunity applies equally to the treatment of employees, visitors, clients, customers and suppliers by members of our workforce and also, in some circumstances, ex-employees. The way we recruit and work should make sure that employees are selected, promoted and treated according to their ability and everyone will have equal opportunity to develop.
FTW is committed to being an ‘Employer of Choice’ and will strive to create a diversity strategy of which equal opportunity plays its part. Diversity recognises that we are all different and involves building an environment where people are respected
as individuals and where their diverse range of views, perceptions, qualities, experiences and contributions are valued. Diversity is about the culture and environment of work and whilst equality and diversity are different concepts, equality
is an essential ingredient in achieving diversity.
The success of the business depends on people. By accessing, recruiting and developing talent from the widest possible talent pool we can gain an insight into different markets and generate greater creativity in anticipating customer need. Our
intention is to ensure that our people reflect the diversity of our nation’s population.
We all have a duty to embrace and support this vision and must challenge behaviour and attitudes that prevent us from achieving this. Using fair, objective and innovative practices our aim is to ensure that:
- All employees and potential employees are treated fairly and with respect at all stages of their employment.
- All our people have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour, whether based on gender, trans-gender status, race, disability, age, political or religious belief or sexuality.
- All our people have an equal chance to contribute and to achieve their potential.
Gender
Women and men are fully and properly represented and rewarded for their contribution at all levels of the organisation, through:
- challenging gender stereotypes; and
- supporting employees in balancing their life at work and at home.
Trans-Gender Status
People who plan to undergo, are currently undergoing, or have undergone gender reassignment are protected against all forms of discrimination and harassment.
Marital Status
People are treated fairly and equally in the workplace irrespective of their marital or family status.
Race
The racial and cultural diversity of our communities is represented at all levels of the organisation through:
- challenging racial stereotypes; and
- Understanding, respecting and valuing different backgrounds and perspectives.
Disability
The abilities of disabled people are recognised and valued at all levels of the organisation through:
- Focussing on what people can do rather than on what they cannot;
- Challenging stereotypes about people with disabilities; and
- Making appropriate adjustments in the workplace to help people with disabilities achieve their full career potential.
Age
Age diversity within the workforce is promoted and valued through:
- challenging age stereotyping; and
- recognising the benefits of a mixed-age workforce.
Religious Belief and Political Opinion
People are treated fairly in the work place irrespective of their religious or political opinions by recognising individuals’ freedom of belief and the right to protection from intolerance and persecution.
HIV/AIDS
Discrimination against an employee or potential employee on the grounds that he or she has, or is thought to have HIV or AIDS is not acceptable, and confidentiality will be respected in line with the wishes of an individual with HIV or AIDS.
Sexuality
People are treated fairly in the workplace irrespective of their sexuality through:
- respecting people’s choice of lifestyles; and
- challenging negative stereotypical views.
Pregnancy and Maternity
People are treated fairly in the workplace, whilst on maternity leave and during their return to work irrespective of their journey through pregnancy, we will:
- respect people’s choices in life; and
- offer a supportive and positive work environment and positive transitions throughout the full process.
Types of discrimination
Direct – putting a person at a disadvantage for a reason related to one or more of the following grounds: gender, marital status, gender reassignment, ethnic or national origin, nationality, race, colour, sexual orientation, religion, belief, trade union membership, part-time or fixed-term status, age or disability.
Harassment – where unwanted physical, verbal or non-verbal conduct occurs which has the purpose or effect of, affecting a worker’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.
Indirect – less obvious discriminatory treatment e.g. where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of their gender, marital status, gender reassignment, ethnic or
national origin, nationality, race, colour, sexual orientation, religion, belief, trade union membership, part-time or fixed-term status, age or disability.
Victimisation – treating a person less favourably than another on the grounds that he or she has taken action through internal procedures or external means to assert legal rights against discrimination or to assist a colleague in that regard.
Raising a complaint
In order for complaints about actions or conduct which breach this policy to be dealt with promptly and fairly, the employee should follow the FTW grievance procedure and raise the complaint in writing with their Line Manager or Senior Management Team Representative. For complaints relating to harassment, you are encouraged to raise the matter through the ‘Dignity at Work’ policy.
The complaint must:
- identify the alleged person;
- give specific examples of the actions or conduct that the employee believes
constitutes discrimination or harassment; and - include times, dates and names of any witnesses.
Our objective is to address situations positively and correct them, so early advice of situations is far better than allowing them to deteriorate beyond a point where remedial action can/ needs to be taken.
FTW will ensure that any breach of this policy or complaint is dealt with in a serious, sensitive and confidential manner, so that the matter can be resolved as quickly as possible for all concerned.
If, after investigation, it is proved that an individual has harassed any other worker on the grounds of gender, marital status, gender reassignment, ethnic or national origin, nationality, race, colour, sexual orientation, religion, belief, trade union membership, part-time or fixed-term status, age or disability, or otherwise act in breach of this policy, they will be subject to disciplinary action which may result in dismissal or termination of the working arrangement.
In the event that someone has good reason to believe that their complaint has not been so addressed, they have the right to communicate their concerns to the Managing Director, who will investigate and respond promptly. Anyone who raises a
complaint in good faith will be protected against victimisation or less favourable treatment as a result.
Malicious or false allegations of a breach of this policy will be treated as a serious disciplinary matter.
This policy is reviewed annually we will regularly monitor the effectiveness of this policy to ensure that it is achieving its objectives. We are committed to providing relevant training for all employees on their responsibilities and duties under this
policy.
This policy does not form part of peoples’ terms and conditions, however, FTW expects that its principles and procedures should be followed by its entire people within its scope.
FTW reserves the right to change the content of this policy, as necessary, from time-to-time and will post information on the shared drive informing its people of any significant changes, within one month of the changes taking place.
Version and review history
Review Date Reason for Review
December 2024 12 month full review
December 2025 12 month full review
Dated: December 2024
Signed: J Rice
Name: Jamie Rice
Position: Director