Equality, Diversity and Inclusion Policy

Dodd Group is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each member of it to feel respected and able to give their best. The organisation - in providing goods, services and/or facilities - is also committed against unlawful discrimination of customers or the public. The policy's purpose is to: • promote equality, fairness and respect for all in our employment, whether temporary, part-time or full-time • 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 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 The organisation commits to: • Encourage equality, diversity and inclusion in the workplace as they are good practice and, further, make business sense. • 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. This commitment includes training managers and 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, customers, suppliers and the public. • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by employees, contractors, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities. Such acts by employees will be dealt with under the organisation's disciplinary procedure, and appropriate action will be taken. Such conduct is cited as an example of gross misconduct under that procedure and, accordingly, may lead to dismissal without notice. EMPLOYMENT SERVICES Further, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic under the Equality Act 2010 – is a criminal offence. Any criminal offence which is perceived by the victim or any other person, to be motivated by hostility or prejudice, based on a person's actual or perceived disability, race, or religion or perceived religion, sexual orientation or transgender identity will constitute a hate crime, which allows prosecutors to apply for an uplift in sentence for those convicted. • 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. • Decisions concerning staff being 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 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. The equality, diversity and inclusion policy is fully supported by senior management and the Directors. Details of the organisation's Anti-harassment and Equal Opportunities Policies and its Grievance and Disciplinary Procedures can be found in our handbook and on our intranet (see DGEM0027 / DGEM0004/ DGEM0007 / DGEM0002). This policy does not form part of the terms and conditions of employment of any employee and Dodd Group reserves the right to depart from the precise requirements of it where it is expedient to do so and the resulting treatment of any employee is no less fair. However, any employee who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. The Managing Director has overall responsibility for the effective operation of this policy and for ensuring compliance with anti-discrimination law. Day-to-day operational responsibility, including regular review of this policy, has been delegated to the Group H.R. Manager.

This policy is reviewed annually the Group H.R. Manager and the Group Administration Director to ensure that, in tandem with other relevant policies and procedures, it is achieving its objectives. Staff are invited to comment on this policy and suggest ways in which it might be improved by contacting Mrs M Clayton, Group H.R. Manager.

This policy was reviewed and refreshed on 08.10.2022. The next review will be on 08.10.23

Martin Farmer M C Farmer – Group Administration Director

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