1. Policy statement

Adgiftdiscounts Limited is committed to a working environment and customer service culture in which people are treated fairly, with dignity and respect. We oppose unlawful discrimination, harassment and victimisation and aim to remove barriers to opportunity.

2. Scope

This policy applies to employees, workers, directors, applicants, contractors and anyone representing the company. Its principles also guide our dealings with customers, suppliers and visitors.

It covers recruitment, pay, terms, training, development, promotion, performance, conduct, redundancy, dismissal and access to services.

3. Protected characteristics

The Equality Act 2010 protects people in relation to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Unlawful conduct may include direct discrimination, discrimination by association or perception, indirect discrimination, discrimination arising from disability, failure to make reasonable adjustments, harassment and victimisation.

4. Our commitments

We will:

• make employment and service decisions using relevant, fair and objective criteria;
• consider reasonable adjustments for disabled applicants, staff, customers and visitors;
• provide equal access to training and development;
• take concerns seriously and address them promptly and fairly;
• protect people from retaliation for raising a concern in good faith;
• provide suitable information and training; and
• review working practices and relevant data for evidence of disadvantage.

Positive action may be considered where lawful and proportionate.

5. Responsibilities

Everyone covered by this policy must treat others with dignity, avoid discriminatory behaviour, follow reasonable management instructions and report serious concerns.

Managers and directors are responsible for setting expectations, responding to concerns, considering adjustments, keeping appropriate records and making decisions consistently.

6. Harassment and third parties

Harassment, sexual harassment and victimisation are not tolerated. The company will take reasonable preventive steps, including in relation to conduct by third parties such as customers, suppliers, visitors and contractors.

The Anti-Harassment & Dignity at Work Policy explains reporting and investigation arrangements.

7. Raising a concern

An employee may raise a concern with their manager or a director, informally where appropriate or through the grievance procedure. A concern involving the normal contact may be raised with another director.

Complaints will be handled sensitively, as confidentially as reasonably possible and without prejudging the outcome.

8. Breaches

A breach may lead to action under the disciplinary procedure. Deliberately false or malicious allegations may also be addressed, but an allegation that is not upheld will not by itself result in action against the person who raised it.

9. Monitoring and data protection

Any equality monitoring will have a defined purpose, use proportionate information and be handled under the Data Protection Policy. Access will be restricted and reporting will normally use aggregated information.

10. Review

The directors will review this policy at least annually and after a material legal, organisational or operational change.