Diversity & Inclusion policy

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Our policy's purpose

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 or civil partnership, pregnancy and maternity; race (including colour, nationality, and ethnic or national origin); religion or belief; sex; 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; selection for employment, promotion, training or other developmental opportunities.

Our commitments

The organisation commits to:
Encourage equality, diversity and inclusion in the workplace
as they are good practice and make business sense.
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.
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 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.
Make 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, 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.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives
2 Amiryan St,
Yerevan 0010
7-9 Henrietta Street, Covent Garden, London WC2E 8PS
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Bayimbet Maylin Street 23, Nur-Sultan, Kazakhstan