Equality, Diversity and Inclusion

ASG Group is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. We aim to ensure a transparent, professional working environment free from bullying, harassment and discrimination where employees are treated and treat each other with respect.

The company is committed to equal opportunities in employment (and recruitment) and promoting the diversity of our workforce.

This policy reinforces the company’s commitment to integrity for all employees.

1. Our policy’s purpose

This purpose of this policy is to:

1.1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

1.2. Not unlawfully discriminate against the Equality Act 2010 protected characteristics of; age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, sexual orientation.

1.3. 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, selection for employment, promotion, training or other developmental opportunities.

This policy applies to everyone working for ASG Group including employees, agency workers and students. All employees are required to comply with national and local laws regarding unlawful discrimination and harassment.

2. Our commitments

ASG Group commits to:

2.1. Encourage equality, diversity and inclusion in the workplace.

2.2. 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 staff are recognised and valued. 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, customers, suppliers and the public.

2.3. 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. 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. 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.

2.4. 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.

2.5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

2.6. 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.

3. Who is responsible for this Policy?

Executive Leadership – All executive business leaders will lead by example and take action to eliminate discriminatory behaviours and barriers.

Managers, and Team Leaders – will ensure the implementation of this Policy and to ensure compliance, they will visibly:

3.1. Encourage and support diversity within their teams.

3.2. Challenge unacceptable behaviours.

3.3. Take firm action where unfairness or inconsistency exists.

3.4. Demonstrate and promote considerate and fair behaviour.

3.5. Treat all staff with dignity and respect.

3.6. Recognise and value individual’s skills and contribution.

3.7. Understand that diversity is an integral part of meeting the business priorities.

3.8. Create an environment in which staff are able to share good practice, celebrate success and encourage positive attitudes towards diversity.

All employees – have a personal responsibility to treat everyone with respect, consideration and dignity. Everyone in the Company must behave in a way that supports this policy and treat each other with respect, courtesy and dignity.

Revised September 2024