About this policy
We believe: “A truly effective diverse organisation is one in which the differences individuals bring are valued and used”.
An effective response to diversity is at the heart of a modern organisation. A comprehensive diversity policy embraces key elements of best practice in employment and service delivery:
We believe there are five critical factors for improving equality and diversity:-
We consider that the business case for promoting equality and diversity is overwhelming. Discrimination, however, it occurs, will damage the relationship between the Hankinson Group and its customers, colleagues and partners. The promotion and awareness of equality and diversity issues will allow us to improve access to our services which should, in turn, increase levels of customer satisfaction.
Equality and diversity are at the core of the Group vision and mission. Excellent services depend on the Hankinson Group being an organisation where differences between individuals and communities are valued and everyone is treated with respect.
We recognise that discrimination occurs at a number of levels in society. You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, clients, suppliers or other work-related contacts, or when wearing a work uniform), and on work-related trips or events including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
Through the processes and specific actions set out in this policy, the Company is committed to eliminating unlawful discrimination.
This policy describes the work that the Company is doing to ensure that equality and diversity are promoted in the delivery of services and in employment. Our strategic themes and aims to embrace equality and diversity into the organisation are as follows:
Through the implementation of this strategy Hankinson Group is committed to:
Responsibility for implementing this policy
Managers have a specific responsibility to ensure the fair application of this policy and all colleagues are responsible for supporting colleagues and ensuring its success.
Beyond Hankinson Group own vision there is a range of legislation, regulation and good practice that provide a framework within which services must be delivered. The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and together with its codes of practices provides the framework for what we need to do to make our workplace a fair environment and to comply with the law.
Hankinson Group as a responsible employer is totally committed to observing as far as possible The Human Rights Act 1998, The Equality Act 2010 and the Equality and Human Rights Commission’s Codes of Practice for Employment, Equal Pay and Services, Public Functions and Associations.
The legislative framework consists of the following:
Potential Areas for discrimination
Hankinson Group recognises that individuals or groups may suffer discrimination or disadvantage on the grounds of a Protected Characteristic, which are:
We are committed to helping those who are disadvantaged, within the resources available, to ensure that we are a fair and equal employer and to ensure that all our customers have equal access to our services.
Harassment – customers and employees
Customer Harassment - We recognise that vulnerable groups may experience harassment or discriminatory behaviour on a number of grounds especially race, ethnic or national origin, sex, disability and age. Any incidents of harassment or discrimination will be dealt with promptly and sensitively. Systems will be developed to monitor race, ethnic or national origin, sex, disability and age in relation to all reported incidents. This information will be analysed and reviewed regularly to identify areas of discrimination or behaviour that may discourage certain groups from choosing Hankinson Group and address them appropriately.
Employee Harassment - Discriminative behaviour or harassment may also occur in the workplace in the form of direct, indirect or institutionalised discrimination. Hankinson Group is committed to promote diversity and equality of opportunity in the workplace. Where discriminative behaviour or harassment is found to have taken place, employees will be dealt with in line with the company’s disciplinary procedures.
Partner Awareness - Hankinson Group will ensure a common procurement practice for all contracts and supply chain agreements where-by contractors, agents or suppliers and other organisations wishing to deliver contracts do so in accordance with the Hankinson Group Equality and Diversity Strategy to facilitate continuous improvement against the Equality Standard. All goods, works and services sought by Hankinson Group will cater for all potential user needs and satisfaction rates for users will be measured so as not to isolate or discriminate against any person or group. Hankinson Group will at pre-tender stage, formally request copies of Company Equality and Diversity policy document.
All Company policy documents will be assessed and scored to ensure a company ethos that mirrors that of Hankinson Group and the company’s ethics and experience can meet specific user needs. Hankinson Group will encourage partner organisations, suppliers, agents and consultants to be representative of the local population and will take steps to actively encourage involvement at every decision-making stage from customer end uses, “hard to reach” groups and local community leaders.
Recruitment of colleagues
Hankinson Group is striving to be an equal opportunities organisation and as such opposes all forms of unlawful and unfair discrimination. Our aim is to recruit, train and develop our employees on the basis of their ability and the requirements of the job. We seek to have a workforce that this comparably representative of the local community.
With regards to employment, this policy will apply to recruitment, training, pay, conditions of employment, work allocation, promotion and general welfare of colleagues and any other employee benefits.
Training and development of colleagues
Our workforce development policies are based on a fair assessment of abilities within a process that recognises, accepts and values individual differences. Colleagues will be selected for, or encouraged to participate in, certain development activities on their abilities, their needs and those of Hankinson Group in relation to their current job or potential future jobs.
Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all colleagues who should have access to them and that there are no unlawful obstacles to accessing them.
All managers involved in identifying development needs and opportunities will be required to ensure that there is no discrimination on arbitrary grounds and that selection is based on job related criteria. Workforce development is essential to the success of our Equality and Diversity Strategy and will be provided by:
Board of Directors Skills audits have been undertaken by Board Members and equality and diversity training is being provided as part of an on-going training and development programme.
Procurement of goods and services
Hankinson Group will ensure a common procurement practice for all contracts and supply chain agreements where- by contractors, agents or suppliers and other organisations, wishing to deliver contracts do so in accordance with Hankinson Group Equality and Diversity Strategy and action plan to facilitate continuous improvement against the Equality Standard. All goods, works and services sought by Hankinson Group will cater for all potential user needs and satisfaction rates for users will be measured so as not to isolate or discriminate against any person or group.
Hankinson Group will at pre-tender stage, formally request copies of Company Equality and Diversity policy document. All Company policy documents will be assessed and scored to ensure a Company ethos that mirrors that of Hankinson Group and the Company’s ethics and experience can meet specific user needs.
Hankinson Group will encourage partner organisations, suppliers, agents and consultants to be representative of the local population and will take steps to actively encourage involvement at every decision-making stage from customer end users, “hard to reach” groups and local community leaders.
If an employee is disabled or becomes disabled, they are encouraged to tell us about their condition so that we can support them as appropriate. We will monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access.
This document will be reviewed on an annual basis.
Statement of Intent
The Directors accept that Equal Opportunity & Diversity Strategy issues are management responsibilities, but they depend on the co-operation of all employees to make the policy successful to ensure as far as possible the Commission for Race Equality’s Code of Practice for Employment.
It is the duty of all employees to comply with the Company Equal Opportunity & Diversity Policy at all times and to act responsibly and do everything that they can to promote issues.The management of the company will monitor the operation of this policy. The organisation and arrangements of this policy will be displayed at each office, workshop, site and workplace for inspection by all employees. The board of Directors fully accept their responsibilities to monitor the operation of this policy and its effective implementation to their employees to observe, so far as is reasonably practicable, the Commission for Race Equality’s Code of Practice for Employment at work and any other persons who may be affected by the company’s work operations.
This policy applies in all areas of the Company’s business.
Stephen Hankinson Neil Hand
Chairman of the Board Managing Director
Approved for publication on: 04/04/2022