Equal Opportunities & Diversity Policy

1. Introduction

Good-Loop recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy sets out the company's position on equal opportunity in all aspects of employment, including recruitment and promotion, and provides guidance and encouragement to employees at all levels to act fairly and prevent discrimination or abuse on the grounds of sex, race, nationality, marital status, disability as defined by the Disability Discrimination Act 1995, part-time and fixed term contract status, age, sexual orientation or religion.

Good-Loop believes that diversity benefits the culture of the company. Demographic data will be collected (at each employee's discretion) to provide a picture of company diversity. Where it appears that a demographic group is being under-represented, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain groups and, if so, whether these are justifiable.

Diversity is not restricted to one area of operations. This policy applies to all areas of Good-Loop's operations, including management, employees, sub-contractors, and suppliers.

2. Definition of Discrimination

(a) Discrimination can be direct or indirect. Both forms of discrimination must be avoided.

(b) Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex (sexism), race (racism), nationality, marital status, age, disability, sexual orientation, or religion (for clarity, anti-semitism is defined according to [1]). "Positive discrimination" is also a form of discrimination.

(c) Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of a particular sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, than persons in another group and which is not objectively justifiable in the given situation. Examples include:

(d) Abusive or offensive behaviour and comments are unacceptable, especially when linked to sexual, racial or gender groups, and such behaviour is covered by this policy. It is important that our culture encourages diversity and respect, and that the work environment is a safe place for people of all types - whilst also being a place where people can express themselves. Behaviour is unacceptable when it would reasonably be expected to cause offence, except where it is a reasonably justified difference of opinions. This includes whether or not such behaviour is explicitly directed at a person.

3. Statement of policy

(a) It is the policy of Good-Loop Ltd to ensure that no job applicant, employee or supplier receives less favourable treatment on the grounds of sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.

(b) It is the policy of Good-Loop Ltd to ensure that the workplace is a safe and respectful environment for all people, regardless of sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation, or religion.

(c) The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation's and employees' best interests. Good-Loop recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.

(d) The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual's ability and merits.

(e) All employees of the organisation will be made aware of the provisions of this policy.

4. Recruitment and promotion

(a) Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

(b) Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.

(c) All vacancies will be circulated internally.

(d) To encourage diversity, whenever feasible, vacancies will be circulated via channels that encourage under-represented groups to apply, in addition to normal channels.

(d) All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

(e) All selection will be thorough, conducted against defined criteria and will deal only with the applicant's suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.

5. Employment

(a) Good-Loop will not discriminate on the basis of sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion in the allocation of duties between employees employed at any level with comparable job descriptions.

(b) Good-Loop will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.

(c) All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.

(d) For transparency and to guard against any unfair pay differences, the company has an open pay policy, where employees are entitled to see the wages paid to others.

6. Suppliers and Sub-Contractors

(a) Good-Loop will not discriminate on the basis of sex, race, nationality, marital status, disability, age, sexual orientation or religion in the selection of suppliers or sub-contractors.

(b) All tenders will be considered solely on their business merits with equal opportunities for all.

7. Training

(a) Employees will be provided with appropriate training regardless of sex, race, nationality, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

(b) All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.

8. Monitoring

(a) It is the responsibility of the Directors to ensure that this policy is kept under review and is operated throughout the organisation.

(b) Where it appears that applicants/employees are not being offered equal opportunities, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.

(c) Demographic data will be collected (at each employee's discretion) to provide a picture of company diversity. Where it appears that a demographic group is being under-represented, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain groups and, if so, whether these are justifiable.

9. Grievances and victimisation

(a) Good-Loop Ltd emphasises that discrimination and offensive behaviour are unacceptable conduct which may lead to disciplinary action under the organisation's Disciplinary Procedure.

(b) Accidental breaches of policy, for example an off-colour joke, will be handled as a matter for training not discipline, except where such bevaiour is repeated or unapologetic.

(c) Any complaints of discrimination or offensive behaviour will be pursued through the organisation's Grievance Procedure.

References

[1] http://www.antisem.eu/projects/eumc-working-definition-of-antisemitism/