Pure Scooters Ltd (trading as Pure Electric) are committed to a policy of equal opportunity for all employees and job applicants. This includes access to employment, training, pay and benefits, development and all policies related to terms and conditions regardless of age, race, gender, sexual orientation, gender reassignment, marital or civil partner status, physical or mental disability, religion or belief, pregnancy or maternity (the "Protected Characteristics").
We are committed to promoting diversity within the workplace by seeking to ensure that all individuals are treated fairly, with dignity, with respect and by recognising and encouraging individual contribution within the organisation.
It is also our policy that all members of staff should be allowed to work in an environment free from harassment, bullying, unsolicited or unwelcome comments or overtures on discriminatory grounds.
The aim of this policy is to prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
WHAT IS UNLAWFUL DISCRIMINATION?
Unlawful discrimination may take one or more of the following forms
PURE ELECTRIC COMMITMENT TO EQUALITY AND DIVERSITY AT WORK:
To ensure that equality underpins all aspects of our employment policies, and procedures, we will:
For our policy to be successful, it is essential that all employees are committed to, and involved in its delivery. Our goal is to work towards a respectable working environment, free from discrimination, harassment and prejudice. We aim to embed this in all our policies, procedures, day-to-day practices, and all relationships internally and externally.
This policy, unless expressly stated otherwise, applies to the Company’s employees, whether permanent, temporary, casual, part-time or on fixed-term contracts, and to individuals such as agency staff, interns, contractors and consultants who are not our employees, but who work at the Company (known collectively as "staff"). For the purposes of this policy staff shall also be taken to include former employees and job applicants.
There will be occasions, however, where the Company may treat its employees differently to non-employees. A non-employee may be an agency worker, volunteer, consultant or a casual worker. You will be advised when you commence work for the Company whether you are considered an employee and if you are, you will be provided with a contract of employment.
RECRUITMENT AND SELECTION
We recruit on an applicant’s suitability for the job. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria are regularly reviewed to ensure that they are relevant to the job and are not disproportionate. Shortlisting of applicants should be done by more than one person wherever possible.
Job advertisements should avoid stereotyping or using wording that may discourage groups with a particular protected characteristic from applying. We take steps to ensure that our vacancies are advertised to a diverse pool of potential applicants.
Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the People Director's approval. For example:
Short-listing of applications will be done by more than one person wherever possible.
Applicants should not be asked about past or current pregnancy or future intentions related to pregnancy.
The Company is required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective staff, regardless of nationality, must be able to produce original documents (such as a passport) before being engaged by the Company, to satisfy current immigration legislation.
To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we may monitor applicants' racial origins, gender, disability, sexual orientation and religion and age as part of the recruitment procedure. Provision of this information is voluntary, and it will not adversely affect an individual’s chances of recruitment or any other decision related to their employment. We may also maintain records of this data solely for the purposes stated in this policy.
TRAINING AND PROMOTION
Employee training needs will be identified through employee appraisals and discussions with line managers. All promotion decisions will be made on the basis of merit. This is only applicable to the Company's employees.
Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all staff that should have access to them and that there are no unlawful obstacles to accessing them.
FIXED-TERM EMPLOYEES AND AGENCY WORKERS
The Company monitors use of fixed-term employees and agency workers, and their conditions of service, to ensure that they are being offered appropriate access to benefits, training, promotion and permanent employment opportunities. We will, where relevant, monitor their progress to ensure that they are accessing permanent vacancies.
The Company monitors the conditions of service of part-time employees and their progression to ensure that they are being offered appropriate access to benefits and training and promotion opportunities. We will ensure requests to alter working hours are dealt with appropriately.
TERMINATION OF EMPLOYMENT AND DISCIPLINARY PROCEDURES
We will monitor redundancy criteria and procedures to ensure that they are fair and objective and do not directly or indirectly discriminate against employees. This is only applicable to the Company’s employees.
The Company will also ensure that disciplinary procedures are carried out fairly and uniformly for all employees, whether they result in the giving of disciplinary warnings, dismissal or other disciplinary action. This is only applicable to the Company’s employees.
If you are disabled or become disabled, you are encouraged to tell us about your condition. This is to enable us to support you as appropriate.
You may also wish to advise your manager of any reasonable adjustments to your working conditions or the duties of your job which you consider to be necessary, or which would assist you in the performance of your duties. The Company may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and they will be accommodated where possible and proportionate to the needs of your job. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments and we will ensure that we provide you with information as to the basis of our decision not to make any adjustments.
BREACHES OF THE POLICY
You are encouraged to raise concerns about non-adherence to this policy at the earliest possible stage by speaking to your Line Manager in line with the Grievance Procedure, or if appropriate via the Whistleblowing procedure.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result. However, if an employee makes a false allegation of a breach in this policy which is found to have been made in bad faith he/she will be dealt with under our disciplinary procedure.
If, after investigation, an employee is found to have committed an act of discrimination or harassment, he/she will be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may result in summary dismissal.
As this policy applies equally to our employee's relations with visitors, clients, customers and suppliers, if, after investigation, he/she is proven to have discriminated against or harassed a client or supplier they will also be subject to disciplinary action.
This policy does not form part of any employee's contract of employment and may therefore be amended at any time.
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