Equality, Diversity & Inclusion Policy
Balfours LLP is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.
Balfous LLP is committed to building an organisation that is inclusive and makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their full potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age.
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 principles of the equality, diversity & inclusion policy apply equally to the treatment of visitors, clients, customers and suppliers by members of our workforce
Balfours LLP will follow the recommendations and guidance of the Equality Act, in all our employment policies, procedures and practices, and in dealing with customers and members of the public.
The aims of this policy are to ensure that:
- We provide equality, fairness, and respect for all our employees, whether temporary, part-time or full-time
- We will not unlawfully discriminate following The Equality Act 2010 protects the following:
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sexual orientation
- We will oppose and avoid all forms of unlawful discrimination. This includes:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- leave for parents
- requests for flexible working
- selection for employment, promotion, training or other developmental opportunities
- We will ensure no-one receives less favourable treatment, on grounds of any protected characteristic (including age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex and sexual orientation); or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds.
- We will ensure no-one is victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
- We will ensure the organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, humiliating or non-inclusive environment.
- We will provide opportunities for employment, training and promotion are equally open to all candidates.
- Our selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.
The equality, diversity and inclusion policy is fully supported by senior management.
OUR DISCIPLINARY AND GRIEVANCE PROCEDURES
Details of the organisation’s grievance and disciplinary policies and procedures are available to everyone. A copy of the procedures are within the Staff Handbook which all new employees are issued and copies of which are available from their line managers on request This includes with whom an employee should raise a grievance.
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.
ANTI-HARASSMENT AND BULLYING
The purpose of this policy is to ensure all staff are treated and treat others with dignity and respect, free from harassment and bullying. This applies to both in and out of the workplace, such as on business trips or at events or work-related social functions. It covers bullying and harassment by staff and customers, suppliers or visitors to our premises.
- Staff must treat colleagues and others with dignity and respect, and should always consider whether their words or conduct could be offensive
- Allegations of harassment or bullying seriously and address them promptly and confidentially where possible.
- Breach of this policy will be dealt with under our disciplinary procedure.
If you consider that you are being bullied or harassed, you should initially attempt to resolve the problem informally, explaining clearly to the person responsible that the behaviour in question is not welcome and that it offends you or makes you uncomfortable. If this is too difficult or embarrassing for you to do on your own, you should seek support from a colleague, your Line Manager.
We adopt these principles, values and policy with our external stakeholders such as Clients, landlords, tenants, suppliers and contractors.