The rights and obligations set out in this policy apply equally to all employees, whether part time or full time on a substantive or fixed-term contract, and also to associated persons such as secondees, agency staff, contractors and others employed under a contract of service.
All staff members and associated persons have personal responsibility for the application of this policy. As part of their induction, they are expected to read and familiarise themselves with this policy, ensure that this policy is properly observed and fully complied with.
This policy is also of particular relevance to directors, line managers and other employees concerned with recruitment, training and promotion procedures and employment decisions which affect others.
Individuals with different cultures, perspectives and experiences are at the heart of the way we work. We want to recruit, develop and retain the most talented people, regardless of their background, and make best use of their talents. At Thtenn, we are guided by our values in everything we do, and recognise that being a diverse and inclusive employer helps us fulfil our responsibility to make a difference.
We seek to develop a work environment where we treat all employees as individuals, fairly and in a consistent way. We work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discrimination, should it ever arise. We will remove unnecessary barriers for employees seeking opportunities through training and development, promotion and career planning. We will continue to support our leaders, managers and employees to demonstrate the principles of diversity and inclusion in their everyday activities, roles and functions. At Thtenn, we are committed to encouraging equality, diversity and inclusion 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. Thtenn is also committed to working against unlawful discrimination of customers or the general public whilst providing services to our customers.
This policy’s purpose is to:
3.1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
3.2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
3.3. Oppose and avoid all forms of unlawful discrimination. This includes in:
At Thtenn, we are committed to:
4.1. Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense
4.2. Creating 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 valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help us 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.
4.3. Taking complaints of bullying, harassment, victimisation and unlawful discrimination seriously by fellow employees, customers, suppliers, visitors, the public and any others in the course of our work activities. Such acts will be dealt with as misconduct under our 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.
4.4. Creating opportunities for training, development and progress for 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 organisation.
4.5. Reviewing employment practices and procedures when necessary to ensure fairness, and also update them and the policy to reflect changes in the law.
4.6. Monitoring the make-up of the workforce 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 the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
Our equality, diversity and inclusion policy is fully supported by senior management and employee representatives
Details of our grievance and disciplinary policies and procedures can be found in our procedures. This includes with whom an employee should raise a grievance – usually their line manager. Use of the organisation’s grievance 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.
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