Rowe Hankins Equality Policy
Rowe Hankins Limited is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. The organisation - in providing goods and/or services and/or facilities, is also committed against unlawful discrimination of customers or the public.
The policy’s purpose is to:
· provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
· not unlawfully discriminate because of characteristics of age, disability, gender reassignment, marriage and civil
partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or
belief, sex (gender) and sexual orientation.
· oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of
employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible
working, and selection for employment, promotion, training or other developmental opportunities.
Rowe Hankins commits to:
· encourage equality and diversity in the workplace as they are good practice and make business sense.
· create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting
dignity and respect for all, and where individual differences and the contributions of all staff are recognised and
· This commitment includes training managers and all other employees about their rights and responsibilities under the
equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal
opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
· All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment,
victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers,
suppliers and the public.
· take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees,
customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997, which is not limited to circumstances where harassment relates to a protected characteristic.
· make opportunities for training, development and progress available to all staff, who will be helped and encouraged
to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the
· decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions
allowed under the Equality Act)
· review employment practices and procedures when necessary to ensure fairness, and also update them and the
policy to take account of changes in the law.
· monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual
orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and
commitments set out in the equality policy.
· Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice,
reviewing them annually, and considering and taking action to address any issues.
The equality policy is fully supported by senior management and the Board.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.