Diversity & Inclusion Policy:
Al Smith Programming & Consultancy recognises that diversity and inclusion support creativity and innovation: they are an essential part of a successful media company. Al Smith Programming & Consultancy is committed to encouraging diversity and inclusion and ensuring there is no discrimination in the company. As it grows, this company has the ambition to be truly representative of all sections of society, where every person is respected and able to give their best.
This policy provides a framework of equality and fairness for all who contribute to Al Smith Programming & Consultancy. It expresses a commitment not to discriminate on the grounds of age, disability, gender, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, religion or belief, or sexual orientation.
This policy applies to all contributors to the business.
All freelancers and employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, whether as a member of staff or on a freelance basis, will be on the basis of aptitude and ability. Access to opportunities for promotion, training or any other benefit will also be on the basis of aptitude and ability. All employees will be encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the creativity and success of the company.
The company will:
As Al Smith Programming & Consultancy grows, senior leadership will monitor the success of this policy regularly and our review progress annually. The person who is responsible for ensuring this action plan is implemented is Al Smith.
This policy is fully supported by the senior management of the company. Breaches of the policy may be regarded as misconduct and could lead to disciplinary proceedings.
Equal Opportunities Policy:
Al Smith Programming & Consultancy recognises that discrimination in the workplace, in any form, is unacceptable and, in most cases, also unlawful. The Equal Opportunities Policy exists to ensure that all job applicants and employees are treated fairly and without favour or prejudice. We view the principles of equal opportunity as a vital element of the work ethos for both the welfare of our staff and the future success of the company. As the company grows, the aim is to eliminate discrimination and encourage diversity among the workforce. There is a commitment to applying this policy throughout all areas of employment, retirement and selection, training, development, promotion and termination of employment. The purpose of this policy is to set out the approach to equal opportunities and the avoidance of discrimination at work. No employee shall be discriminated against, directly or indirectly, on the grounds of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). In all situations, people will be judged solely on merit or ability. Al Smith Programming & Consultancy is committed to the following:
• Creating an environment in which individual differences and the contributions of all our staff are recognised and valued.
• Providing every employee with a working environment that promotes dignity and respect to all. We will not tolerate any form of intimidation, bullying or harassment.
• Providing training, development and progression opportunities to all employees.
• Promoting equality in the workplace as it is good management practice and makes sound business sense. • Reviewing all our employment practices and procedures periodically to ensure fairness.
• Regarding any breaches of this policy as misconduct that could lead to disciplinary proceedings, which may include dismissal. • Ensuring this policy is fully supported by senior management.
• Ensuring this policy will be monitored and reviewed periodically.
• Implementing this policy.
You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, Clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
• Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because of their sexual orientation.
• Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done fulltime rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
• Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.
• Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.
• Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Al Smith Programming & Consultancy attaches particular importance to the needs of disabled persons. We will give full and proper consideration to disabled people who apply for positions within the company. In particular, we will consider making reasonable adjustments in order to meet their specific needs. Where employees become disabled in the course of their employment they are encouraged to inform the company as soon as possible. We will take reasonable steps to accommodate their disability to enable such employees to remain with the company wherever possible. In order to prevent disadvantages to that employee arising, we will consider what reasonable adjustments or support may be appropriate, to the employee’s existing working conditions, including consideration of retraining and alteration to the premises and working environment.
It is company policy that job applicants and existing employees have an equal, full, and fair opportunity for selection and promotion based on their aptitudes, merits, abilities and qualifications, and that they will not be disadvantaged by conditions, criteria and requirements that cannot be properly justified. Application forms will be as simple and straightforward as possible, and we will not ask for unnecessary information. Interview questions will be related to the requirements of the job, and we will not seek irrelevant qualifications. Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: For example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes. Applicants will be short listed / selected solely on the basis of capability and we will ensure that no job applicant or employee receives less favourable treatment on the grounds of a Protected Characteristic. Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person, where possible.
Al Smith Programming & Consultancy takes a strict approach to breaches of this policy and a breach of this policy may be considered a disciplinary offence. We will treat any serious breaches of this policy as gross misconduct and such breaches may result in summary dismissal. We encourage any employee who wishes to make a complaint in relation to behaviour which is inconsistent with this policy. Allegations regarding potential breaches of this policy will be treated in confidence. No member of staff will be penalised for raising such grievances unless their complaint is untrue or made in bad faith. In the event that an employee is found to make a false allegation under this policy deliberately and in bad faith, this will be treated as misconduct.
We will monitor job applicants and existing employees periodically in relation to, for example, gender, ethnicity, disability, religion, sexual orientation and age, to enable the company to examine how this policy is working and in order to ensure fairness within the workplace. We will keep this information confidential and it will be used for this purpose only.
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