POLICIES

Equality, Diversity and Inclusion policy

Introduction

Malvern HE Partnerships (MHEP) is committed to equal opportunities and will seek to promote the principles of equality, diversity, and inclusion in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.

We aim to ensure a transparent, professional working environment where all employees are treated with dignity and respect and reinforce MHEP’s commitment to integrity for all employees.

MHEP values and actively strives to have a diverse and inclusive workforce in a working environment free from discrimination. An inclusive work culture where people of different backgrounds are valued equally to ensure better outcomes for us all.

Everyone who acts on behalf of MHEP are required to adhere to this policy when undertaking their duties or when representing MHEP in any other guise.

Equal Opportunities

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

This policy also applies at work related social events, hospitality events, when travelling from home on business and any other occasion where you may represent the Company.

It is the company’s policy to comply fully with applicable local equal opportunities legislation. MHEP promotes equal opportunities in employment (and recruitment) irrespective of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation (we refer to these as “protected characteristics”), political belief or affiliation and trade union membership.

Discrimination includes discrimination ‘by association or perception’. For example, a person must not be treated less favourably because they are associated with a person who has one of the above protected characteristics e.g., carers of elderly or disabled relatives or because they are perceived (wrongly) to be disabled.

Other forms of Discrimination

Harassment

Harassment is unwanted physical or verbal conduct which has the purpose or effect of violating a person’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

This includes harassment ‘by association or perception’ e.g., nationality related insults where a person’s partner is of that nationality or racial jokes about an entire ethnic group where the person is perceived (wrongly) to be a member of that ethnic group.

Harassment can also include inappropriate behaviour and actions by external third parties with whom you have contact on behalf of the company e.g., agency staff, contractors, consultants, clients, customers, suppliers or visitors.

Harassment can take place in any work-related context, for example, in the office, on assignments outside the office, whilst travelling on company business and at work social functions etc.

The company seeks to provide a work environment that is free from harassment based on any of the protected characteristics and specifically prohibits such harassment. Harassment in the workplace is unacceptable and will not be tolerated.

Victimisation/Retaliation

All employees are entitled to:

raise legitimate complaints of discrimination or harassment; andlor
assist with an investigation into such a complaint, raised by another employee, without receiving less favourable treatment as a result.
Less favourable treatment on this basis is called victimisation. Victimisation is unacceptable and will not be tolerated.

Less favourable treatment on this basis is called victimisation. Victimisation is unacceptable and will not be tolerated.

Inclusion

Everyone must fully understand and comprehend how this policy will affect them and they must abide by the following when carrying out their duties:

Ensure you are always presenting the best of yourself at work and in supporting your colleagues so that we encourage an engaged, welcoming, and committed workplace which realises the potential of all.
Understand the policies surrounding Equality, Diversity, and Inclusion in the capacity of your role and how they affect not only you but your fellow colleagues.
Be receptive and open to differences and where appropriate, challenge your own thinking to ensure you do not fall foul of making assumptions about colleagues and/or clients who may be different to you.
Understand the full breadth of the negative impact discrimination of any kind can have on Malvern International, our clients and colleagues.
Follow the appropriate channels to challenge behaviours that are not inclusive; and
Ensure this policy is at the forefront of your mind when dealing with clients in order to respect their differences so that you are representing Malvern International in the correct light.

Career development

While positive measures may be taken to encourage under-represented groups that apply fo employment opportunities, recruitment or promotion, all job offers will be based solely on merit

Everyone will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

Responsibilities

Senior Leadership – will lead by example and take action to eliminate discriminatory behaviours and barriers.

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

Encourage and support equality, diversity and inclusion within their teams.
Challenge unacceptable behaviours.
Take firm action where unfairness or inconsistency exists.
Demonstrate and promote considerate and fair behaviour.
Treat all staff with dignity and respect.
Recognise and value individual’s skills and contribution.
Understand that diversity is an integral part of meeting the business priorities.
Create an environment in which employees are able to share good practice, celebrate success and encourage positive attitudes towards equality, diversity and inclusion.

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

Procedure – complaints of discrimination

Everyone is responsible for the promotion and advancement of this policy. Behaviour, action or words that breach the policy will not be tolerated and could be deemed an act of discrimination. MHEP will treat all complaints of discrimination seriously and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior manager using the Grievance Procedure. If the Grievance Procedure does not apply, you should raise the complaint to a senior manager.

Alegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If a complaint is made, the organisation is committed to ensuring that those raising a complaint are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the disciplinary procedure (or other such appropriate measures where the disciplinary procedure does not apply).

If you bring an issue of potential discrimination to the Company’s attention, you should be aware that the Company may be required to investigate your concern even if you decide that you do not want any action taken.

Investigating accusations of discrimination

If you are accused of discrimination, the organisation will investigate the matter fully. During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to discrimination, you will subject to disciplinary action, up to and including dismissal without notice on grounds of gross misconduct.