Equality, Diversity and Inclusion Policy.
Allied is committed to encouraging equality, diversity and inclusion amongst our team and the wider community, eliminating unlawful discrimination wherever we can.
Our ambition is for our team to be truly representative of all the communities we bring together (emerging technology, investment and national security) and for each employee to feel respected and able to give their best, in the comfort of being true to themselves.
Cognitive diversity is a critical component of our value proposition and team culture and, as such, we seek to protect and enrich it wherever we can.
In providing our service, Allied is also committed to acting against unlawful discrimination of clients, partners or the public.
The purpose of this policy is to:
Promote and ensure equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
Prevent unlawful discrimination, in accordance with the Equality Act 2010, against 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 and sexual orientation.
Ensure accountability and openly oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
Allied is committed to:
Creating 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 staff are recognised and valued.*
Encouraging equality, diversity and inclusion in the workplace as they are simply good practice and make business sense. Psychological Safety is paramount to our success.
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 Allied’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.**
Make opportunities for training, development and progress available to all staff, 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 staff 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 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 the equality, diversity and inclusion 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 considering and taking action to address any issues.
*This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. This is delivered through the employee’s ‘onboarding’ period and all new team members are asked to sign Allied’s Code of Conduct, which individually acknowledges the receipt and understanding of this document.
**Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
Team Member Responsibilities:
Conducting themselves to help Allied provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. It is vital that we hold ourselves and each other to these immovable standards.
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, partners, suppliers and the public.
Report any behaviour in breach of this policy immediately to management personnel. If the behaviour directly involves a member of management, do not hesitate to approach a different member of the management team.
The equality, diversity and inclusion policy is fully supported by senior management. Details of the organisation’s grievance and disciplinary policies and procedures can be found on the Allied Staff shared Drive. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and / or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
Signed by CEO and Founder
Dated 1 Nov 23
Date of next review: 01/11/24