1. Introduction and aim
AGM Group and all group companies are committed to promoting equality, diversity and inclusion in all areas of our workplace and activities, to create and maintain an inclusive organisational culture which embraces and values diversity. Our aim is to provide a healthy environment for everyone to feel safe, valued and where they are treated fairly and with respect.
In implementing this policy, we will be compliant with the Equality Act 2010 and the Human Rights Act 1998 and ensure we are doing all that we can promote a culture of dignity and respect and to eliminate unlawful discrimination in all aspects of our work. We will continuously seek opportunities to promote best practice and meet our obligations as an employer and service provider.
2. Scope & application of the policy
This policy applies to our employees, 3rd party suppliers, clients and customers. We expect organisations that work with us to have their own equality and diversity policies and be able to demonstrate how they put them into practice.
3. Policy statement
Everyone at AGM Group to have a positive experience in an environment where everyone feels they are:
- Treated fairly
- Respected for who they are
- Accepted for who they are and able to express who they are
- Shown kindness and compassion
- Empowered and enabled
- Encouraged and supported
- Afforded dignity, free from abuse, discrimination and harassment
AGM Group will ensure that its approach whether with staff, clients, customers, 3rd party suppliers and any other party, reinforces the principles of transparency, accountability, fairness, respect, equality and inclusion for all.
4.1 Protected Characteristics
There are 9 protected characteristics under the Equality Act 2010 from discrimination:
- Gender re-assignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
Discrimination can take the form of discrimination by association – where discrimination takes place against someone because they are associated with a person who possesses a protected characteristic
Discrimination can take place against an individual because others think they possess a protected characteristic – perceptive discrimination
Harassment can also take place by a third party – where they direct offensive behaviour or comments at members of staff
At AGM Group we have a zero-tolerance stance towards all forms of discrimination or harassment.
5.1 Provision of Services
In providing and managing relocation services to clients and customers, we will ensure we create an inclusive culture which embraces and values diversity. In the office, homes or off-site locations we will healthy environment for everyone.
We will be mindful that people are different and take account of these differences when helping and advising our customers and will try to understand better so that we are able to provide appropriate services.
We will engage in regular consultations with customers to ensure that services are responsive and reflect the diversity of need.
We will aim to ensure full participation in our policy is open to everyone and that we have the range of skills and experience required to lead the organisation both now and in the future.
We will aim to ensure that the composition of the AGM Group Board is as representative as possible and provide regular training to Board members on equality and diversity awareness and practices.
5.3 Recruitment and Selection
Recruitment decisions will be based on the merits and abilities of candidates alone; equality and diversity practices will be integrated into every stage of the recruitment and selection process.
All staff involved in any stage of the recruitment and selection process will be fully aware of the Equality, Diversity and Inclusion Policy and will receive training on how this is applied to their part of the process.
All job adverts will have a clear statement referencing our commitment to equality and diversity and will be aimed at as diverse a group as possible.
Recruitment panels should where possible reflect diversity in respect of, amongst other things, age, gender, race and ethnicity.
6. Learning and Development
Equality and diversity training are mandatory for all staff and Board members. Access to training and professional development opportunities will be given to all employees according to their job role and in agreement with their manager.
6.1 Employee Wellbeing
AGM Group will deal with complaints of discrimination and harassment with care and sensitivity. Allegations or complaints will be taken seriously and acted on through our Grievance Procedure which is clearly signposted to staff.
7. Responsibilities and Accountability
The Group Managing Director:
- Has a duty to ensure that the policies and practices of AGM Group reflect the Equality, Diversity and Inclusion Policy. The Managing Director is accountable to the board in this regard.
- Delegates to each Executive Director, specific responsibilities for making sure that the Equality, Diversity and Inclusion Policy is implemented effectively in their functional areas. They are accountable through the Group Managing Director to the Board for ensuring that service standards, planning and service delivery take account of equality and diversity issues, that where relevant, impact assessments are carried out and that outcomes are monitored effectively.
All Managers and Team Leaders are responsible for making sure:
- Their staff receive appropriate training and understand their responsibilities.
- They take equality and diversity issues into account in decision making and service planning by carrying out, where appropriate, impact assessments.
- They analyse access to, and satisfaction with the services under their control.
All staff and contractors have a duty to uphold the Equality, Diversity and Inclusion Policy by:
- Acting and behaving at all times in a way that supports the aims of the policy
- Treating all customers, colleagues and members of the public with respect.
- Challenging discrimination or bringing suspected breaches to the attention of their line manager or Group HR.
8. Monitoring and review
The effectiveness and currency of this policy will be reviewed every 2 years by the Group HR and Company General Managers changes will be proposed for approval by the Board.
9. Policy review
This Policy & associated Procedure will be reviewed from time to time. Any amendments made to it will be clearly communicated to all employees.