Cirrus Equality, Diversity and Inclusion Policy
Cirrus is committed to encouraging equality, diversity and inclusion amongst its workforce, in all working practices and eliminating all unlawful discrimination.
The aim is for our workforce to be truly representative of society and our customers, and for all employees to be and feel respected, valued and be comfortable to be themselves and achieve their full potential.
This policy applies to all who work at Cirrus, or who act on the company’s behalf. Everyone has a role to ensure equality at work.
This policy does not form part of the employment contract and may be amended at any time.
Cirrus Commits to:
- Providing equality, fairness and respect for all in our employment.
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics 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
- sexual orientation
- Oppose and avoid all forms of unlawful discrimination. This includes in:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- dismissal
- redundancy
- leave for parents
- requests for flexible working
- selection for employment, promotion, training or other developmental opportunities
- Encourage equality, diversity and inclusion in the workplace and at all levels of the organisation.
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all employees are recognised, valued and celebrated.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
- Make opportunities for training, development and progress available to all employees, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Make decisions concerning employees being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- 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.
- Monitor and as necessary report on the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in this policy. Monitoring may also include assessing how the equality, diversity and inclusion policy, and any supporting action plans, are working in practice, reviewing them annually, and considering and taking action to address any issues.
- Remunerate employees fairly in line, or where possible, in excess of the living wage.
Employees are responsible to conduct themselves to help the organisation provide equality in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination. All employees should understand they, as well as Cirrus, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination.
A situation that is in any way connected with work, could fall under the ‘workplace’ and all behaviour will be subject to this policy. For further information, please see the Harassment and Bullying Policy.
Types of discrimination
For clarification, there are four basic types of unlawful discrimination:
Direct discrimination
This means treating someone less favourably than you would treat others because of a Protected Characteristic. For example, rejecting a job applicant because of their religion, or not promoting someone because of their sexual orientation. This includes any less favourable treatment because you perceive a person to have a Protected Characteristic (even though they do not in fact have it), or because they associate with a person or group who has a Protected Characteristic.
Indirect discrimination
This means placing someone at a disadvantage through a policy, practice or criterion that applies to everyone but adversely affects people with a particular Protected Characteristic. For example, if a company insisted that all employees work on a Sunday, this would adversely affect Christians. If such a practice or criterion cannot be justified as a reasonable means to an end, then it could be considered unlawful.
Harassment
Harassment related to any of the Protected Characteristics will be unlawful if it consists of unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, offensive, degrading, or humiliating environment for that person. If you feel that you have been the subject of harassment, please refer to our Bullying & Harassment Policy for more information and guidance.
Victimisation
This is the unfavourable treatment of a person because they have taken action to assert their own legal rights under discrimination law or assisted someone else to do so. For example, if a disabled employee asserts in a grievance that their employer is not complying with its duty to make reasonable adjustments and is then systematically excluded from meetings.
Breaches of the Policy
All employees have a right to equality of opportunity and an obligation to uphold this policy. Managers must take responsibility for implementing the policy and for taking positive steps to promote equality at work.
We consider any violation of the Equality Diversity and Inclusion policy to be a serious matter, and, where appropriate, we may invoke the disciplinary procedure when dealing with a breach. Serious cases of deliberate discrimination may amount to gross misconduct resulting in summary dismissal. Unlawful discrimination may also result in legal proceedings against you personally and against Cirrus and may leave you and the Company liable to pay compensation.
If you believe that you have suffered discrimination you can raise the matter through our grievance procedure, or you can talk to your manager, HR or a trusted colleague in the first instance if you feel more comfortable doing this. Complaints will be treated in confidence and investigated as appropriate.
You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct.
