Senovo IT – Diversity, Equity and Inclusion Policy
Introduction
Senovo IT’s Diversity, Equity and Inclusion Policy (hereinafter “Policy”) outlines the duties and obligations of all Senovo IT employees and/or consultants (hereinafter “Staff”). The Policy may be updated from time to time by Senovo IT and shall remain at the sole discretion of the Board of Directors. Any changes will be communicated to the team via email.
1. Senovo IT’s Commitment to You
1.1 Senovo IT is committed to promoting equal opportunities in employment and creating a workplace culture in which diversity and inclusion are valued and everyone is treated with dignity and respect.
1.2 As part of our zero-tolerance approach to discrimination, all Staff and job applicants will receive equal treatment regardless of:
- Age
- Disability
- Gender reassignment
- Marital or civil partner status
- Pregnancy or maternity
- Race, colour, nationality, ethnic or national origin
- Religion or belief
- Sex or sexual orientation
We are also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers.
2. About this Policy
2.1 This Policy sets out our approach to diversity, equity and inclusion. Our aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values difference and eliminates discrimination in our workplace. It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
2.2 This Policy applies to all Staff, volunteers, interns, casual workers and agency workers.
3. Diversity and Inclusion Training
3.1 All management will be given appropriate training on recognising and avoiding discrimination, harassment and victimisation, and promoting equality of opportunity and diversity in the areas of recruitment, development and promotion. Talia Haleem has overall responsibility for equality training for staff and managers as appropriate.
3.2 We will provide all staff with regular training to ensure that everyone is aware of and understands the contents of this Policy. Following the training, you will be required to confirm that you have read, understood and will comply with this Policy.
3.3 Senovo IT shall conduct regular training concerning diversity, equity and inclusion in the workplace. This shall take place once every six months.
4. Discrimination
4.1 All staff must not unlawfully discriminate against or harass other people, including current and former staff, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts, any time you are representing Senovo IT) and on work-related trips or events, including social events.
4.2 The following forms of discrimination are prohibited under this Policy, and failure to adhere to them will result in disciplinary action by the board:
- (a) Direct discrimination: treating someone less favourably because of a protected characteristic — for example, rejecting a job applicant because of their religious views or sexual orientation.
- (b) Indirect discrimination: applying a provision, criterion or practice that applies to everyone but adversely affects people with a particular protected characteristic more than others, and is not justified.
- (c) Harassment: including sexual harassment and other unwanted conduct related to a protected characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
- (d) Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment, including where someone mistakenly believes that the person victimised has done so.
- (e) Disability discrimination: includes direct and indirect discrimination, any unjustified unfavourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
5. Recruitment and Selection
5.1 Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit and review of key performance indicators against objective criteria that avoid discrimination. Senovo IT shall always take steps to improve the diversity of our workforce and provide equality of opportunity.
5.2 Shortlisting and interviewing of potential staff shall be conducted by more than one person to ensure that our recruitment process is free of prejudice and discrimination. Senovo IT’s recruitment procedures will be reviewed regularly to ensure that all staff are objectively assessed on the basis of their relevant merits and abilities. This shall remain at the sole discretion of the board.
5.3 Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.
5.4 Job applicants should not be asked questions that might suggest an intention to discriminate on grounds of a protected characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.
Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law—for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments) or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check in accordance with local authority requirements. Health or disability questions may be included in equal opportunities monitoring forms, which will not be used for selection or decision-making purposes.
5.5 We are required by law to ensure that all staff have a valid right to work in their respective country. Assumptions about immigration status shall not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation.
6. Disability
6.1 In the event that, during your engagement with Senovo IT, you are disabled or become disabled, we encourage you to inform us about your condition so that Senovo IT can consider reasonable adjustments to your working conditions to further assist you.
6.2 For the avoidance of doubt, such decisions shall be made exclusively and at the sole discretion of the board and can be revoked at any time upon providing the respective staff member with valid and undisputed evidence.
7. Breaches of this Policy
7.1 Senovo IT shall use its best endeavours to take a strict approach to breaches of this Policy, which will be dealt with in accordance with our disciplinary procedure and in line with relevant local legislation. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal. For the avoidance of doubt, this shall remain at the sole discretion of the board.
7.2 If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter with Talia Haleem at talia@senovo-it.com. All complaints will be treated in strict confidence and investigated as appropriate.
7.3 All staff must ensure that there is no victimisation or retaliation against staff who complain about or report discrimination. If you believe you have been victimised for making a complaint or report of discrimination, or have witnessed it happening to someone else in the workplace, you should raise this with Talia Haleem at talia@senovo-it.com.
7.4 We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to in the workplace. However, making a false allegation in bad faith, or one you know to be untrue, will be treated as misconduct and dealt with under our disciplinary procedures.