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Equality Policy

thinkBIGGER Ltd. is committed to encouraging equality and diversity in our organisation and eliminating unlawful discrimination in our wider practice and throughout our work on behalf of our clients.

Our aim is that our associates are representative of all sections of society and that anyone working with us feels respected and able to give their best.

The organisation - in the provision of its services - is also committed against unlawful discrimination of clients or the 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, and selection for employment, promotion, training or other developmental opportunities .

The organisation commits to:

  • Encouraging equality and diversity in the workplace as they are good practice and make business sense
  • Creating 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 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.
  • 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 and/or 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 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • 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.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • 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 sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

Details of thinkBIGGER! Ltd’s grievance and disciplinary policies and procedures are included with contracts. This includes details outlining with whom an employee should raise a grievance.

Use of the organisation’s grievance and/or disciplinary procedures
does not affect an employee’s right to make a claim to an employment
tribunal within three months of the alleged discrimination.

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