SUSTAINABILITY, EQUALITY & DIVERSITY POLICIES
SUSTAINABILITY POLICY
At Project Wildling, protecting the environment is one of our highest priorities, which is why we’d like to share some of our promises with you.
We pledge to run on renewable energy wherever possible. Our website is currently hosted using Reforest Hosting’s green web hosting services.
Our goal is to eliminate waste and pollution as much as possible. We are paperless within our remit, with the exclusion of important documents, essential mail and any other important resources; however, when we do use paper, we commit to using it responsibly and sustainably.
We are committed to offsetting our carbon footprint, which includes that of any travel that we deem to be essential for the business. We also strive to choose public transport options where available.
Our goal is to partner only with companies, suppliers and service providers who align with our values and share in our missions, as far as possible.
Project Wildling vows to be committed to creating a diverse and inclusive work environment for all employees. All employees will be treated fairly and equally, with respect, compassion and consideration – further details can be found detailed in our Equality & Diversity Policy below.
EQUALITY & DIVERSITY POLICY
Project Wildling 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 employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
OUR POLICY’S PURPOSE
This policy’s purpose is to:
1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- age
- disability
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
3. 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
- selection for employment, promotion, training or other development opportunities
OUR COMMITMENTS
The organisation commits to:
1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
2. 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 all other 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.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance or disciplinary procedures, and 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 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. 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.
5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. 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.
7. 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.
OUR DISCIPLINARY AND GRIEVANCE PROCEDURES
Details of the organisation’s grievance and disciplinary policies and procedures can be shared upon request. This includes with whom an employee should raise a grievance – usually their line manager.