Equality, Diversity and Inclusion Policy (Equal Opportunities)
Peapod & Co.’s Equal Opportunities Policy sets out our commitment to encouraging equality, diversity and inclusion among our workforce, and to eliminating unlawful discrimination. Our aim is for our workforce to be representative of all sections of society and our clients, and for each employee to feel respected and able to contribute fully.
In providing our services, Peapod & Co. is also committed against unlawful discrimination of clients or the public.
This policy applies to all work carried out on behalf of Peapod & Co., whether in our offices, at venues or at events. All staff are expected to uphold these standards in every professional setting.
Our Policy Objectives
The purpose of this policy is to:
Ensure that all individuals employed by us, whether on a temporary, part-time, or full-time basis, are treated with equality, fairness, and respect.
Uphold our legal and ethical commitment to providing a workplace free from discrimination, in full compliance with the Equality Act 2010.
Prohibit unlawful discrimination on the basis of the Act’s nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and 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, and selection for employment, promotion, training or other developmental opportunities.
Peapod & Co. commits to:
Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.
This includes training managers and employees about their rights and responsibilities under the policy.
Ensure all staff understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during employment, against fellow employees, clients, suppliers and the public.
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by employees, clients, suppliers, visitors, or the public in the course of Peapod & Co.’s work activities.
Such acts will be dealt with as misconduct under the Company’s grievance and/or disciplinary procedures. Serious complaints could amount to gross misconduct and lead to dismissal.
Sexual harassment may also amount to both an employment rights matter and a criminal matter, such as allegations of sexual assault. Harassment under the Protection from Harassment Act 1997, which is not limited to protected characteristics, is a criminal offence.
Make opportunities for training, development and progress available to all staff, encouraging everyone to develop their full potential, so that their talents and resources can be fully utilised to maximise the efficiency of Peapod & Co.
Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010).
Review employment practices and procedures when necessary to ensure fairness, and update them and this policy to take account of changes in the law.
Monitor the make-up of the workforce regarding 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 will also include assessing how the policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
This policy is fully supported by director(s) of Peapod & Co. Details of Peapod & Co.’s grievance and disciplinary procedures can be found within the onboarding documents/office.
Using Peapod & Co.’s grievance or disciplinary procedures does not affect an employee’s statutory rights.