Purpose
This policy sets out Dr Logic’s commitment to embedding and mainstreaming equality, diversity, and inclusion for all employees.
Scope
This policy applies to everyone engaged by Dr Logic as an employee or contractor. It is everyone’s responsibility to create an inclusive working environment.
Key Points and Definitions
Protected Characteristics
The Equality Act 2010 prohibits unjustified discrimination against individuals or groups based on these nine protected characteristics:
- Age
- Disability, including people with a cancer diagnosis
- Gender reassignment, including gender identity
- Marriage and civil partnership
- Pregnancy and maternity
- Race, including colour, nationality (including citizenship), ethnic or national origins.
- Religion and belief, including philosophical belief and lack of belief.
- Sex
- Sexual orientation
Discrimination
Discrimination occurs when a person is, directly or indirectly, treated less favourably because of their protected characteristics. This can also be where someone is perceived to have a protected characteristic or to be associated with someone with a protected characteristic.
Equity
Every individual has an equal opportunity to make the most of their life and talents, and a right to be treated the same as everyone else. Dr Logic’s aim is to ensure that no job applicant or employee is discriminated against, directly or indirectly, on any unlawful grounds.
Dr Logic will act in accordance with all statutory requirements and take into account any relevant codes of practice. Examples include:
- All job applicants will be considered solely on their ability to do the job
- Interview questions will not be of a discriminatory nature
- All promotions will be made on merit in line with the principles of the policy
- Employees who have a disability will receive the necessary help, within reason, to enable them to carry out their normal duties effectively
Equality
Dr Logic recognises that everyone has different circumstances. Employees may require reasonable accommodations to be made, with the goal of removing barriers to ensure equality.
Diversity and Inclusion
The concepts of diversity and inclusion refer to the variety of unique individuals that make up a group of people and the environment that allows them to work together as equally valued contributors. The concepts are not exclusively limited to the protected characteristics set out in the Equality Act 2010, but also cover the other ways in which we are all different, including different ways of thinking and working, as well as varied social and economic backgrounds.
Dr Logic has a working culture where differences are valued, respected, and championed. We will proactively remove unnecessary barriers that prevent groups and individuals from participating, engaging, and succeeding at Dr Logic.
Non-inclusive Behaviour
Non-inclusive behaviour includes any language, action, or absence of action, that has the impact of excluding someone, intentionally or otherwise. This includes microaggressions which are the tiny, casual insults and inappropriate behaviour felt by marginalised groups. Microaggressions can be viewed as harassment.
Whilst non-inclusive behaviour can be deliberate, it is often not meant with malice and can occur with little conscious awareness of the meaning and effect.
Bullying
Dr Logic will not tolerate any form of bullying, including, but not limited to, abusive, offensive, malicious, insulting, intimidating, or manipulative behaviour.
Bullying is unlikely to be an isolated incident and is often repeated and persistent. It can be difficult to define, but some examples are:
- Threats of or actual physical violence
- Unpleasant or over repeated jokes about a person
- Unfair or impractical work loading
Allegations of bullying will be dealt with in accordance with the Company’s disciplinary procedure.
Harassment
The Company will not tolerate any form of harassment.
Harassment can be difficult to define as it can take many forms; generally, it takes the form of unwanted behaviour by one employee towards another. For example:
- Any unwanted conduct related to a ‘protected characteristic’: conduct that has the purpose or effect of violating another’s dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment for others. Harassment can be a single incident or a repeated pattern of behaviour.
- Less favourable treatment: being treated less favourably because of submission to, or rejection of sexual harassment or harassment related to sex or gender identity.
- Sexual harassment: when another is subjected to unwanted conduct which is of a sexual nature. The conduct need not be sexually motivated, only sexual in nature.
Harassment is an act of discrimination and a criminal offence. If an employee’s behaviour towards a colleague is unwelcome and unreciprocated, it can be considered harassment.
There may be times when Dr Logic will need to balance the rights of different groups when deciding whether conduct amounts to harassment. In such cases we will give due regard to these groups and seek expert advice where necessary in order to fairly balance everyone’s rights.
Allegations of harassment will be dealt with in accordance with the Company’s disciplinary procedure.
For more details please refer to Dr Logic’s Anti-Bullying, Harassment & Sexual Harassment Policy.
Dr Logic’s Commitments
Dr Logic aims to build and maintain an inclusive and diverse culture for all its employees to succeed and feel like they belong. This will be achieved by:
- Fostering a sense of inclusion and belonging for all
- Zero tolerance of discrimination, bullying, harassment, and non-inclusive behaviours
- Making timely workplace adjustments for employees who need them
- Regularly reassessing the impact of people related policies, procedures, and practices to ensure that no-one is unfairly disadvantaged.
- Ensuring that all applicants are treated fairly at every stage of the recruitment process.
- Supporting Dr Logic managers in implementing this policy through a programme of appropriate learning interventions.
Religious & Cultural Events and Practices
We recognise that employees may wish to take additional leave to observe religious or cultural events. In these cases, we will make every effort to approve holiday requests where possible and employees are encouraged to submit requests as far in advance as possible to facilitate planning and support.
Dr Logic also supports employees in practising their faith and cultural traditions at work. Those who require adjustments, such as time for private prayer, fasting considerations, or space for meditation, should speak to their line manager or HR to discuss reasonable accommodations.
Procedure
Experiencing any form of discrimination, bullying, harassment, or non-inclusive behaviour can be extremely upsetting. Often, attempts to address the matter informally between the employees involved can add significant stress to the person being mistreated and may exacerbate the situation.
If you experience any forms of discrimination, bullying, harassment, or non-inclusive behaviour (or if you witness any such occurrences targeted at a colleague) please raise this immediately with your manager who will advise on next steps. If for any reason you are not comfortable raising the matter with your manager, please reach out to the HR team. If possible, keep notes of occurrences, dates, times, and locations as this can assist with any formal investigations required.
We may approach the situation informally or formally depending on the severity. Formal complaints will be managed under the grievance procedure and all possible actions will be taken to separate you from the alleged harasser or bully.
Managers and HR will conduct a full investigation into all formal allegations before coming to any conclusions. Employees found to be perpetrating any form of discrimination, bullying, harassment, or non-inclusive behaviour will be subject to disciplinary action under the Company’s disciplinary procedure.
Any employee raising allegations found to be brought with malicious intent will also be subject to disciplinary action under the Company’s disciplinary procedure.
Support & Advice
For any queries about this policy please find a list of useful contacts below:
- Your manager
- Other managers within your team or across Dr Logic.
- The HR team
- Mental Health First Aiders – a network of trained employees with skills to support anyone experiencing mental ill health. They are available to listen and sign post appropriate support.
- The Employee Assistance Programme (EAP) via YuLife or BUPA