Equality and Diversity Policy

We at Big Motive are committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best.

To that end, the purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate on grounds of gender, marital or civil partnership status, race, ethnic origin, colour, nationality, disability, sexual orientation, religion or belief, age, pregnancy, trade union membership, or part-time or fixed-term status. We oppose all forms of unlawful and unfair discrimination.

All staff, whether part-time, full-time or temporary and applicants for employment will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude, attitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of Big Motive.

Our Principles

The principles of Big Motive’s Equality and Diversity Policy are embedded in the following regulations:

• Employment Rights Act 1996
• Protection from Harassment Act 1997
• Public Interest Disclosures Act 1998
• Data Protection Act 1998
• Human Rights Act 1948 and 1998
• Health and Safety at Work Act 1974
• Rehabilitation of Offenders Act 1974
• Sex Discrimination Act 1975 and 2003 and 2005 Regulations
• Gender Recognition Act 2004
• Race Relations Act 1976
• Race Relations (Amendment) Act 2000 and 2003 Regulations
• Working Time Regulations 1998
• Part Time Workers Regulations 2000
• The Equality Act 2006
• The Equality Act 2010
• European Equal Treatment Directive 1976
• Disability Discrimination Act 1995 and 2003 and 2005 Regulations
• Special Education Needs and Disability Act (SENDA) 2001

Our Commitment

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
• Every employee is entitled to a working environment that promotes dignity and respect to all.
• No form of intimidation, bullying or harassment will be tolerated.
• Training, development and progression opportunities are available to all.
• Individuals will not be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes.
• Equality in the workplace is good management practice.
• We will review all our employment practices and procedures to ensure equality.
• Breaches of our equality and diversity policy will be regarded as misconduct and could lead to disciplinary proceedings.
• Those employees who believe they have been unfairly discriminated against or bullied or harassed, should use the grievance procedure.
• The principle of non-discrimination and equality of opportunity applies equally to the treatment of visitors, partners, contractors and suppliers by Big Motives’s employees.

Action plan

• Big Motive will monitor the day to day interaction of our staff to ensure there is no breach of this policy. Where breach is shown immediate steps will be taken to rectify and there may be subsequent disciplinary action should this be appropriate.
•  Any discrimination, harassment or bullying will be treated very seriously and is likely to invoke the disciplinary procedure up to and including dismissal. As part of our recruitment procedures we will include monitoring for equal opportunities by using an application form which records this information and careful selection procedures asking only for information which is relevant to the job role and being inclusive rather than exclusive in terminology.
• Those working at management level (e.g. Big Motive’s Senior Management Team) have a specific responsibility to set an appropriate standard of behaviour. Managers will be given training on equal opportunities awareness.
• It is important that Big Motive’s recruitment process is open and transparent. This requires all staff to avoid favouritism, nepotism and any other form of bias in the shortlisting and recruitment process for Big Motive.  Those working at management level have the duty to open up opportunities within Big Motive to the public and select solely based on merit.

Bullying and harassment

As part of our Equality and Diversity Policy, we have a zero-tolerance for bullying and harassment. All employees have the right to be treated with dignity and respect at work. A breach of this standard will invoke the disciplinary procedure up to and including dismissal.

Conduct that could constitute unacceptable behaviour would be:

• Unwanted physical contact
•  Coercion, isolation or ‘freezing out’
• Unwelcome remarks about race, appearance, religion etc.
• Shouting and aggressive behaviour

Should you witness or be a victim of this behaviour, the matter should be reported immediately to your lead contact or manager, who will appropriately escalate the issue to the Senior Management Team (Big Motive’s Senior Management Team).

Forms of discrimination

Discrimination may be direct or indirect and it may occur intentionally or unintentionally.

• Direct discrimination occurs where an individual is put at a disadvantage for a reason related to one or more of the grounds listed above, e.g. gender, race, class, religion, disability.
• Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of, for example, their sex or race.
• Discrimination also includes victimisation, which is less favourable treatment because of action taken to assert legal rights against discrimination or to assist a colleague in that regard, and harassment.

Disability

If you are disabled or become disabled in the course of your employment with us, you are encouraged to tell us about your condition. This is to enable us to support you as much as possible. You may also wish to advise us 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.

We may wish to consult with you and your medical adviser about possible reasonable adjustments. Careful consideration will be given to such proposals and they will be accommodated where possible and proportionate to the needs of your job.

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 any such decision.