Equality and diversity policy.

 

Clancy Consulting is dedicated to encouraging a supportive and inclusive culture amongst the whole workforce. It’s within our best interest to promote diversity and eliminate discrimination in the workplace.

The Company is committed to providing a working environment in which employees can realise their full potential and contribute to business success. This is a key employment value to which all employees are expected to give their support.

To create conditions in which this goal can be realised, the Company committed to identifying and eliminating discriminatory practices, procedures, and attitudes throughout the organisation. The Company expects employees to support this commitment and to assist in its realisation in all possible ways.

Specifically, the Company aims to ensure that no employee or job applicant is discriminated against, either directly or indirectly, by association or perception on the grounds of:

  • Age

  • Sex

  • Race

  • Disability (including neurodiversity)

  • Pregnancy and maternity

  • Marital status

  • Sexual orientation

  • Gender reassignment

  • Religion or belief and disadvantaged backgrounds

This commitment applies to all the aspects of employment outlined below:

  • Recruitment and selection, including advertisements, job descriptions, interview and selection procedures

  • Training

  • Promotion and career development opportunities

  • Terms and conditions of employment, and access to employment related benefits and facilities

  • Grievance handling and the application of disciplinary procedures

  • Selection for redundancy

  • Leave for parents

  • Requests for flexible working

The Company is committed to creating a working culture 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 valued.

The Company takes seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors and any others during the organisations work activities.

Such acts will be dealt with as misconduct under the company’s grievance and/or disciplinary procedures, and 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 – is a criminal offence.

The Company will monitor the workforce demographic regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in this policy.

Equality and diversity practice is developing constantly as social attitudes and legislation change. The Company will keep its policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all the Company's employment policies and procedures, not just those specifically connected with equal opportunity.

For the Directors

 

Chris Acton, Chief Executive

April 2024