EQUALITY, DIVERSITY & INCLUSION POLICY

General Statement of Policy

Bell Ingram is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination. Our aim is that our workforce will be truly representative of all sections of society and our clients, and for each employee to feel respected and able to give their best. It isn’t just about complying with the law, it’s about recognising and valuing each other’s differences and treating each other fairly. We want to recognise everybody’s worth regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation and ensure equality across all areas. We want to respect others and be a sensitive and understanding employer.

Diversity recognises that everyone is different in a variety of visible and non-visible ways, and that those differences are to be recognised, respected, valued, promoted and celebrated. They may include, but are not limited to, differences protected by equalities law.

An inclusive workplace culture is one in which everyone feels that they belong through feeling safe in being themselves, that their contribution matters, policies and practices are fair, and a diverse range of people are supported to work together effectively.

The purpose of this policy is to provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, and not to unlawfully discriminate on grounds of the Equality Act 2010 protected characteristics. We oppose all forms of unlawful and unfair discrimination.

This includes equality in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents and requests for flexible working. Selection for employment, promotion, training or any other benefit will always be on the basis of aptitude 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 the organisation.

Responsibilities

All members of staff are expected to be aware of Bell Ingram’s commitment to this policy, the content of the policy and must contribute to ensure its principles are upheld.

Ultimate responsibility for the Equality, Diversity and Inclusion Policy within Bell Ingram LLP is that of the Managing Partner:

Mark Mitchell
Bell Ingram LLP
Durn, Isla Road
Perth
PH2 7HF

Our Commitment

  • To encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  • To create a working environment in which individual differences and the contributions of 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 staff.
  • Equality in the workplace is good management practice and makes sound business sense.
  • We will review all our employment practices and procedures to ensure fairness.

Breaches of our Equality, Diversity and Inclusion Policy will be regarded as misconduct and could lead to disciplinary proceedings.

This policy is fully supported by senior management and the Board of Partners and will be monitored and reviewed annually.

Legislation

The Equality Act 2010 and other associated legislation, offers protection from discrimination in employment practice on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation. It also states it is unlawful to discriminate against part-time employees in their conditions of service.

Bell Ingram is an equal opportunities employer and will not discriminate on any of these grounds in any of our employment practices or in our relationships with contractors and customers.

Direct Discrimination

Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have, or are perceived to have, or because of their association with someone who has a protected characteristic.

Indirect Discrimination

Indirect discrimination occurs where someone is disadvantaged by an unjustified provision, criterion or practice that puts other people with the same protected characteristic (with the exception of pregnancy or maternity) at a particular disadvantage.

Victimisation

Victimisation occurs when an employee suffers a detriment because they have made or is believed to have made or supported a complaint under the Equality Act 2010. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.

Harassment

Harassment is unwanted conduct related to a protected characteristic which has the purpose or effect of violating an individual’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Employees can complain of behaviour that they find offensive, even if it is not directed at them and the complainant need not possess the relevant characteristic themselves. Employees are also protected from harassment because of perception and association with someone with a protected characteristic. Bell Ingram could also be held liable for the harassment of employees by third parties such as contractors and visitors.

Recruitment and Selection of Staff

The aim of Bell Ingram’s recruitment and selection process is to recruit the best person for the job based on aptitude and ability. Further details are contained in the Recruitment and Selection Policy and Guidance Notes.

Recruitment publicity will positively encourage applications from all suitably qualified and experienced people.

In order for us to ensure we are providing equality of opportunity, Bell Ingram will, where possible, capture job applicant diversity demographics as part of its recruitment processes to promote the elimination of unlawful discrimination.

Applicants should not normally be asked about their health or disability before a job offer is made. We are however required by law to ensure that all employees have the right to work in the UK and so all prospective employees must be able to produce original documents (such as a passport) as part of the recruitment process and prior to the start of employment.

Bell Ingram will ensure that all staff involved in interviewing and selection of staff will be conversant with its Equality, Diversity and Inclusion Policy.

Positive Action

We recognise that we are under-represented by people from minority groups and will support Positive Action activities such as information sessions for underrepresented groups, providing placement opportunities and, contributing to recruitment initiatives by professional bodies and attending recruitment fairs at relevant colleges and universities.

Reasonable Adjustments

We are committed to meeting our duties under the terms of the Equality Act 2010 by considering reasonable adjustments for any staff member or job applicant who identifies that they have a disability. Where appropriate, we will consider all requests for reasonable adjustments that are made during the recruitment process and will discuss with the applicant.

Neurodiversity

Neurodiversity is defined as “having cognitive functions that diverge significantly from societal or medical models of “normal”. 1 in 7 people have some form of neurodiversity. Examples include Tourette’s, autism, Aspergers, dyslexia, dyspraxia, ADHD, OCD and hyperlexia.

Bell Ingram has a duty to make reasonable adjustments for any employee or job applicant that discloses they have neurodiversity. This could be to the workplace or to the way things are done.

Staff Retention & Development

Bell Ingram is committed to ensuring that training, development and progression opportunities are available to all staff. Employees will be helped and encouraged to develop their full potential, so that their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Staff may also be required to participate in training and development activities to encourage the promotion of the principles of this policy.

All promotion decisions will be made on the basis of merit and will not be influenced by any of the protected characteristics listed above. Promotion opportunities will be monitored to ensure equality of opportunity at all levels.

Where considered appropriate, Bell Ingram adopts flexible working and home working practices, aiming to be more flexible to reduce costs, increase efficiency and improve staff recruitment and retention. Further information is contained within the Flexible Working Policy.

Working Environment

Bell Ingram aims to create a working environment free from bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where 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.

This commitment includes training managers and all other employees about their rights and responsibilities under the Equality, Diversity and Inclusion Policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, clients, suppliers and the public.

Sexual harassment may amount to both an employment rights matter and a criminal matter, such as sexual assault allegations. Harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is also a criminal offence.

All such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures as detailed in the Staff Handbook and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

All complaints of intimidation, bullying, harassment and unlawful discrimination will be taken seriously and investigated speedily and confidentially.

Observing the Policy

Bell Ingram is committed to ensure that all employees, including managers, are aware of its Equality, Diversity and Inclusion Policy and its implications.

All employees will be made aware of our Equality, Diversity and Inclusion Policy during induction. The policy is also available to view on Bell Ingram’s Team Site.

Any breach of the policy will be regarded as misconduct and could lead to disciplinary action.

Monitoring and Review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equality policy.

We will monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in order to encourage equality, diversity and inclusion and in meeting the aims and commitments set out in this policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and taking action as necessary.

We will review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

Complaints

Any employee who believes that they have suffered any form of discrimination, harassment or victimisation is entitled to raise the matter through the agreed procedures. A copy of the Grievance Procedure is contained within the Staff Handbook on Bell Ingram’s Team Site.

Bell Ingram is committed to ensure all complaints of discrimination are dealt with seriously, promptly and confidentially.

Every effort will be made to ensure that members who make complaints will not be victimised. Any complaint of victimisation will be dealt seriously, promptly and confidentially. Victimisation will result in disciplinary actions and may warrant dismissal.

Complaints from members of the public will be dealt with under Complaint Management Procedures.