Equality, Diversity and Inclusion Policy

Purpose

Microsmith Electronics Ltd is committed to providing equality of opportunity, valuing diversity and maintaining an inclusive workplace in which people are treated fairly, with dignity and respect. Unlawful discrimination, harassment, bullying and victimisation are not acceptable.

Scope

This policy applies to job applicants, directors, employees, workers, apprentices, volunteers and contractors. It covers recruitment, selection, terms and conditions, pay, working arrangements, training, development, promotion, performance management, discipline, grievance, redundancy and termination. Appropriate standards also apply when dealing with customers, suppliers and members of the public.

Protected characteristics

Microsmith will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex or sexual orientation. The company will also seek to prevent unfair treatment arising from association with, or perception of, a protected characteristic.

Our commitments

• Make employment decisions fairly, consistently and on relevant merit, skills, experience and business requirements.
• Use clear and proportionate recruitment criteria and avoid wording, questions or practices that could unlawfully disadvantage applicants.
• Provide equal access to induction, training, development and progression opportunities.
• Consider and implement reasonable adjustments for disabled applicants and workers where required and practical.
• Provide a workplace free from unlawful discrimination, harassment, sexual harassment, victimisation and bullying.
• Treat concerns seriously, sensitively, promptly and as confidentially as reasonably possible.
• Avoid retaliation against anyone who raises a concern in good faith, supports a complaint or participates in an investigation.
• Review employment practices and this policy where concerns, legal changes or workforce needs indicate improvement is required.

Recruitment and employment

Vacancies and role requirements will be described accurately and based on genuine job needs. Selection decisions will be supported by relevant evidence and, where practical, consistent questions or assessment criteria. Terms, pay, hours, work allocation, training, performance, conduct, grievance and redundancy decisions will be handled fairly and without unlawful discrimination.

Applicants and workers may request reasonable adjustments. Requests will be considered promptly, respectfully and individually in light of the person’s needs and the circumstances of the business.

Training

All staff will receive an EDI briefing at induction and refresher training at least annually. Additional training will be provided when this policy or the law materially changes or when a workplace issue shows a need for it.

Expected behaviour

Everyone covered by this policy must behave professionally and respectfully. Unacceptable conduct can include offensive comments or jokes, unwanted sexual conduct, intimidation, exclusion, stereotyping, malicious rumours, insulting messages or images, and conduct through email, messaging, social media or customer interactions. Conduct may be unacceptable even where offence was not intended.

Raising a concern

Concerns may be raised with the Director verbally or in writing. They will be treated seriously and handled as confidentially as reasonably possible. No one should be victimised or retaliated against for raising a concern in good faith, supporting a complaint or participating in an investigation.

Responsibilities and review

The Director is responsible for leading by example, arranging training, responding to concerns and reviewing the effectiveness of the policy. All staff and contractors must read and follow it, complete required training and report serious concerns.

The policy will be reviewed at least annually and sooner where legislation changes, a complaint reveals a weakness, or a material change in the workforce or business requires an update.