Our organisation and its people have an entrenched believe that all people have an equal right to be treated with dignity, respect and fairness. This ensures that our workplace is filled with people committed to the prevention of any form of discrimination; and that our joined aims are to work towards affording and developing a culture equal opportunity whilst recognising the diversity of people, cultures and beliefs.
We strive to afford people the best opportunities and guidance to forge a strong ethic of the meaning of work and life balances.
Our aims are to work within this remit to build a strong social community organisation, enabling small businesses, sole traders and community organisations and people in the local area; to exploit a joint venture building on the values of a Social Enterprise, with the aim of providing a technological voice to the community on a similar basis to those enjoyed by big businesses and public sector enterprises.
Our organisation and its strategic partners will meet these aims through:
We will make sure that these policies and principals become part of a living document and process:
All vacancies shall be advertised as widely as possible to reach a wide as possible audience
All staff, volunteers and stakeholders have a duty of responsibility to familiarise themselves with this policy. They should ensure compliance, report any breach or incident, alleged incident directly to management. Anyone who feels they are the victims of such a breach has the right; without any harassment, victimisation or discrimination to raise the issue with the person they experience it from if reasonable. It is the companies’ culture to attempt the resolve issue directly without formal complaint procedure redress. Failure to comply with this policy may lead to disciplinary action including dismissal.
If after addressing the issues with the person concerned and if appropriate to do so, and there appears to be no resolution, then the issue must be discussed with your line manager for formal procedural process up to the most senior level. Action involving clients, or employees of clients will be directly discussed with the complainer and management will then take the appropriate steps to resolve the issue.
In the case of a formal complaint procedure, agreement will be sought from the complainant before commencing with disciplinary proceedings. We aim to reach a resolution as quickly as possible. All complaints will be treated seriously and discretely with the appropriate confidentiality. Should the complaint not be resolved informally, the complainant will be asked to submit a formal written complaint. Directors will investigate the matter, hearing both parties - others may be asked to corroborate events, emails and documents may be asked for – and a full record of the investigation will be recorded, showing the progress and outcomes and asap be shared with the complainant. In extreme circumstances, disciplinary action may be triggered even without a formal written complaint.
We normally would seek an agreement with the complainant prior to starting disciplinary action. There may, however, be circumstances where we decide to proceed with formal action irrespective of agreement. It will be dealt with properly, fairly and impartially and taking care of the reputations of the parties involved. We will protect the complainant against any retaliation or intimidation and any such action would be deemed a disciplinary breach.
Our organisation is fully aware an strives to be compliant with current legislation governing the protection of individuals against abuse which results in direct, indirect discrimination, bullying, harassment or victimisation because of gender, race, disability, sexual orientation, religion or belief and age.
This legislation includes:
We are committed to the principals and legalities of the policies contained in the document. We shall monitor the effectiveness of all such policies on a regular basis and provide updates annually, or whenever there is a legislative update. These updates will be communicated to the staff, trainers and stakeholders via regulator improvement and development training programs.
We shall endeavor to eliminate any unjust and discriminatory victimisation in this organisation in order to stay true to achieving out aims for equality and diversity.
Signed on behalf of N10-3Hills TV Productions
Managing Director
Date: 27th Dec 2010
