EQUALITY AND DIVERSITY POLICY STATEMENT

I work in Europe Ltd is committed to encouraging equality and diversity among our
workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and for each
employee to feel respected and able to give their best. The organisation is against unlawful
discrimination when providing a service to our customers and the general public.

The policy’s purpose is to:

• Provide 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 (gender) 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, recruitment and
  selection, promotion, training or other developmental opportunities.
• The organisation commits to:
• Encourage equality and diversity in the workplace.
• Create a working environment free of bullying, harassment, victimisation and unlawful
  discrimination, by promoting dignity and respect for all, and where individual
  differences and the contributions of all employees are recognised and valued.
• All employees should be made aware of their rights and responsibilities under the
  equality and diversity policy. As well as their employer, they can be held liable for acts
  of bullying, harassment, victimisation and unlawful discrimination, in the course of their
  employment, against fellow employees, customers, suppliers, visitors, the public.
  Responsibilities include employees conducting themselves to help the organisation
  provide equal opportunities in employment, and prevent bullying, harassment,
  victimisation and unlawful discrimination.
• Take seriously complaints of bullying, harassment, victimisation and unlawful
  discrimination by employees, customers, suppliers, visitors and the public.
• Such acts will be dealt with as misconduct under the organisation’s grievance and
  disciplinary procedures, and any 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 is a
  criminal offence which is not limited to
  circumstances where harassment relates to a protected characteristic.
• Make opportunities for training, development and progress available to all employees,
  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 employees 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, gender,
  ethnic background, sexual orientation, religion or belief, and disability in encouraging
  equality and diversity, and in meeting the aims and commitments set out in the equality
  policy.
• Monitoring will also include assessing how the equality policy, and any supporting
  action plan, are working in practice, reviewing them annually, and considering and
  taking action to address any issues.

The equality policy is fully supported by senior management. Details of the organisation’s
grievance and disciplinary policies and procedures can be obtained from the HR department.
This includes with whom an employee should raise a grievance.