Posted in 10th February 2025 by Thomas Williams

Categories: Useful Links

Equality and Diversity Policy

Purpose

Maison Cambria Limited is fully committed to complying with the Equality Act 2010

by eliminating unlawful discrimination, promoting equality of opportunity, and

fostering good relations. This includes addressing both direct and indirect

discrimination, providing equal opportunities for all, and taking positive action

where appropriate to address disadvantage or underrepresentation. The company

ensures that policies and practices are regularly reviewed to reflect changes in the

law and promote an inclusive workplace culture.

Scope

This procedure applies to all employees, contractors, suppliers, clients, and visitors,

ensuring compliance with the Equality Act 2010 and any relevant legislation.

Maison Cambria Limited is committed to:

Eliminating unlawful discrimination, harassment, and victimisation.

Providing equal opportunities regardless of age, disability, gender reassignment,

marriage and civil partnership, pregnancy and maternity, race, religion or belief,

sex, or sexual orientation. Encouraging a workplace culture where diversity is

celebrated and inclusion is prioritised.

Responsibilities

Management: Responsible for implementing and upholding this procedure,

providing training where necessary, and addressing breaches.

Employees: Responsible for promoting equality and diversity and refraining from

discriminatory behaviour.

Human Resources: Ensures recruitment, training, and promotion practices align

with this procedure and legislative requirements.

Equality and Diversity Procedure

1. Recruitment and Selection

Job advertisements will include an equality and diversity statement.

Applicants will be assessed based on objective criteria, ensuring fair treatment

throughout the process.2. Workplace Conduct

All employees must adhere to behaviour that supports a respectful and inclusive

workplace.

Discriminatory language or behaviour will not be tolerated and may lead to

disciplinary action.

3. Training

All managers and employees will undertake mandatory anti-discrimination and

equality training to ensure compliance with the Equality Act 2010. This training

will cover identifying and preventing discrimination, promoting inclusion, and

handling equality-related complaints effectively.

Training sessions will be delivered annually, with additional sessions provided

when changes in legislation or workplace practices occur. Records of training

attendance will be maintained to ensure accountability.

4. Complaint and Grievance Procedure

Employees are encouraged to report grievances related to discrimination,

harassment, or victimisation promptly, ideally within 10 working days of the

incident. The company will aim to acknowledge grievances within 3 working days,

initiate investigations within 7 working days, and conclude the process within 14

working days. Where delays occur, the employee will be informed, and updates

will be provided regularly.

The grievance procedure aligns with employment law best practices, ensuring fair

and impartial handling of complaints and adherence to the ACAS Code of Practice

on Disciplinary and Grievance Procedures.

5. Monitoring and Reporting

Diversity data will be collected and reviewed periodically to assess progress and

inform future actions.

Feedback from employees on equality and diversity practices will be encouraged.

6. Data Collection and Monitoring

Diversity data will be collected and reviewed periodically to assess the

effectiveness of the company’s equality initiatives. All data collection will adhere

to the principles of the UK GDPR and the Data Protection Act 2018. Data will be

anonymised wherever possible, and processing will be based on explicit consent

or legitimate interests. Employees have the right to withdraw consent or request

access to their personal data at any time.

7. Breaches of Policy

Any breach of this procedure, including discrimination, harassment, or

victimisation, will be taken seriously and may result in disciplinary action up to

and including dismissal.8. Review

This procedure will be reviewed annually or as necessary to reflect changes in

legislation, organisational needs, or best practices.

9. Contact Information

For queries or further information about this procedure, please contact Bethany

Johns by emailing post@maison.wales or call 02920090700.

By implementing this procedure, Maison Cambria Limited reaffirms its dedication to

creating a fair and inclusive working environment for all. Let me know if you would

like additional sections or specific customisations