This policy outlines our commitments and what to do if you experience or witness any unlawful discrimination. Our mission is to make work better; we are committed to investing in and supporting diversity, equality, and inclusion within our organisation and eliminating unlawful discrimination. We aim to be representative of all groups within society and for every team member to feel that they belong, are given every opportunity to thrive, and are respected fully for their opinions. This policy’s purpose is to:
• Provide equality, fairness, and respect for everyone in our company, 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, and sexual orientation.
• Oppose and avoid all forms of unlawful discrimination. This includes 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. Definitions of forms of discrimination:
• Direct discrimination – When someone is treated less favourably than another person because of a protected characteristic they have or are thought to have.
• Discrimination by association – Direct discrimination against someone because they associate with another person who possesses a protected characteristic.
• Perception discrimination – Direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not possess that characteristic.
• Indirect discrimination – Indirect discrimination can occur when you have a condition, rule, policy, or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably in managing your business, i.e., that it is ‘a proportionate means of achieving a legitimate aim.’
Disability discrimination—includes direct and indirect discrimination, any unjustified less-favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
•“ Harassment—“Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.”
• Sexual harassment is defined similarly to “unwanted conduct of a sexual nature that has the effect of harassment.”
• Retaliations – Less favourable treatment to an individual because they submit to or reject sexual harassment or harassment related to sex or gender reassignment
• Victimization or treating someone badly because they have reported or wanted to report or because it is believed that they have done. The Caribbean Bunch (and Patrick Fitzgerald Ltd.) is committed to:
• Investing in and supporting diversity, equity and inclusion throughout our organization—for more details, please take the time to read our strategy above
• 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 team members are recognised and valued
• Ensuring that all team members understand they, as well as the Caribbean Bunch (and Patrick Fitzgerald Ltd), can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination during their employment against other team members, customers, suppliers and the public
• Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow team members, customers, suppliers, the public and any others in the course of the organisation’s work activities
• Dealing with the above acts as misconduct under the Caribbean Bunch (and Patrick Fitzgerald Ltd)’s grievance and/or disciplinary procedures
• Making any decisions concerning team members on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
• Reviewing employment practices and procedures when necessary to ensure fairness and updating them and the policy to take account of changes in the law
• Monitoring and reporting on certain diversity attributes of the team to achieve our commitments set out in our Diversity, Equity and Inclusion strategy
• Monitoring and reporting the number of complaints (grievances) and cases of harassment at the Caribbean Bunch (and Patrick Fitzgerald Ltd)
• Making reasonable adjustments whenever possible for our employees
• Reviewing our Diversity, Equality, and Inclusion strategy bi-annually, led by our Chief Executive, and setting new goals to act in addressing any issues the Caribbean Bunch (and Patrick Fitzgerald Ltd) is committed to:
• Employment
• Hiring/recruitment
• Training
• Promotion
• Pay incl. pay gap
• Termination of employment
• Disciplinary and grievance procedures
• Disabilities and commitment to make reasonable adjustments
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