Equality, Diversity & Inclusion Policy

Indielab is committed to encouraging equality, diversity and inclusion among our workforce, members and clients.
 

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. 
 

We are committed to improving diversity and inclusion across our organisation and industry by championing a variety of backgrounds, perspectives, identities and talents.  
 

The policy’s purpose is to:
 

• provide equality, fairness and respect for all in our employment, whether temporary, part-time, full-time or freelance.

• not unlawfully discriminate and to adhere to 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 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. 
   

Indielab commits to: 
 

• Be a champion of equality, diversity and inclusion in the workplace and continue to work on eradicating bullying and harassment within the industry.

• Acknowledging cultural differences and understanding our own culture.

• Providing unconscious bias training to all employees for them to acquire cultural knowledge and skills.

• Being culturally sensitive and appropriate and always viewing behaviour within a cultural context.

• To being an anti-racist organisation that rejects all forms of racism.  We continue to create an inclusive environment in which our staff, members, and others we work with can live and work free from prejudice, discrimination, and marginalisation.  We stand by our Anti-Racism statement.

• We commit to developing our Senior Leadership team and training all employees and our trainers about their rights and responsibilities under the equality, diversity and inclusion policy. All staff including our freelance team are responsible for conducting themselves to help the organisation provide equal opportunities in recruitment, employment, and to prevent bullying, harassment, victimisation and unlawful discrimination. All staff and trainers receive annual Unconscious Bias training and EDI training.
  
  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, clients, suppliers and the public.

 

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, visitors, the public and any others during the organisation’s work activities.
  
  Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
  
  Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. 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.
   

• Treating everyone as individuals and will consider personal circumstances when communicating.  We will ensure that we make reasonable adjustments so that all staff can access opportunities on offer.
   

• Reviewing employment practices and procedures bi-annually to ensure fairness, updating policies to take account of changes in the law and communicating all changes to staff.
   

• Monitor the make-up of Indielab staff assessing age, sex, ethnic background, sexual orientation, religion or belief, and disability to encourage equality, diversity and inclusion.
  
  We complete monitoring forms and assess how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice.  Our Senior Leadership Team review our data quarterly considering and taking action to address any issues.

 

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, less 1 day of the alleged discrimination.