EQUALITY, DIVERSION & INCLUSIVITY POLICY

The Wedding Academy T/A WEDucate is 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 customers, and for each employee to feel respected and able to give their best.

The organisation – in providing 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 the Equality Act 2010 protected 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 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

The organisation commits to:

  • Encourage equality, diversity and inclusion 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 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 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 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.

  • 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 organisation.
  • 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, 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.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.

EQUALITY, DIVERSITY & INCLUSION POLICY STATEMENT

WEDucate’s Equality, Diversity & Inclusion Policy applies to all of its employees, temporary workers and consultants. Any third-party suppliers and contractors are also required to adhere to the provisions of the policy while engaged by WEDucate.

WEDucate believes in the values and benefits diversity can bring to its workforce and it seeks to maintain a workforce comprised of talented and dedicated individuals whose skills and backgrounds reflect the diverse nature of the business environment in which it operates. Accordingly, the composition of WEDucate’s workforce is intended to reflect a diverse mix of skills, experience, knowledge and backgrounds. Additionally, WEDucate is fully committed to being an equal opportunities employer and is opposed to all forms of unlawful and unfair discrimination.

The commitment to diversity and equality in the workplace is good management practice and makes sound business sense. Workforce diversity promotes, among other things, the inclusion of different perspectives and ideas, and ensures WEDucate has the opportunity to benefit from all available talent. Every employee is entitled to a working environment which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. WEDucate’s recruitment and selection practices aim to hire the kind of people who support these aims.

All employees, whether part time, full time or temporary, will be treated fairly and equally and with respect. Selection for employment, promotion, training or any other practice will be made on criteria free from unlawful bias.

As an inclusive employer, WEDucate recognises that promoting a culture of equality and diversity is crucial to demonstrating not only how it values its people, but in maintaining each employee’s engagement and ensuring the continued success of WEDucate.