Ultimate Warriors CIC Diversity and Inclusion Policy

Introduction:

Ultimate Warriors CIC is dedicated to promoting equality, diversity, and inclusion within our workforce, and to eliminating unlawful discrimination. Our goal is to ensure our workforce reflects all sections of society and our customers, and that every employee feels respected and able to contribute their best.

We are also committed to preventing unlawful discrimination against our customers or the public when providing goods, services, or facilities.

Policy Purpose:

The purpose of this policy is to:

1. Ensure equality, fairness, and respect for all employees, whether temporary, part-time, or full-time.
2. Prevent unlawful discrimination based on the protected characteristics defined in the Equality Act 2010:
   • Age
   • Disability
   • Gender reassignment
   • Marriage and civil partnership
   • Pregnancy and maternity
   • Race (including colour, nationality, and ethnic or national origin)
   • Religion or belief
   • Sex
   • Sexual orientation
3. Oppose and eliminate all forms of unlawful discrimination in:
   • Pay and benefits
   • Terms and conditions of employment
   • Handling grievances and discipline
   • Dismissal and redundancy
   • Parental leave
   • Flexible working requests
   • Selection for employment, promotion, training, or other developmental opportunities

Monitoring and Review:

We will monitor the composition of our workforce regarding age, sex, ethnic background, sexual orientation, religion or belief, and disability to encourage equality, diversity, and inclusion. This includes assessing the effectiveness of this policy and any supporting action plans, reviewing them annually, and taking action to address any issues.

Policy Agreement:

This policy is fully supported by senior management and has been agreed upon with trade unions and/or employee representatives Tony Finnikin and Roberta Dos Santos.

Grievance and Disciplinary Procedures:

Details of our grievance and disciplinary procedures can be found at reception. Employees should typically raise grievances with their line manager. Utilizing these procedures does not affect an employee's right to make a claim to an employment tribunal within three months of the alleged discrimination.

Our Commitments:

1. Promote Equality, Diversity, and Inclusion: We recognize these principles as good practice and beneficial for business.
2. Create a Respectful Work Environment: We strive to eliminate bullying, harassment, victimization, and unlawful discrimination. We promote dignity and respect for all, recognizing and valuing individual differences and contributions.
   • Managers and employees will be trained on their rights and responsibilities under this policy.
   • All staff must conduct themselves to support equal opportunities and prevent bullying, harassment, victimization, and unlawful discrimination.
   • Employees should understand they can be held liable for acts of bullying, harassment, victimization, and unlawful discrimination against fellow employees, customers, suppliers, and the public.
3. Address Complaints Seriously: We take complaints of bullying, harassment, victimization, and unlawful discrimination seriously, whether they come from employees, customers, suppliers, visitors, or the public.
   • Such acts will be addressed as misconduct under our grievance and/or disciplinary procedures, with appropriate actions taken.
   • Serious complaints could result in dismissal without notice for gross misconduct.
   • Sexual harassment may also constitute an employment rights matter and a criminal offense under the Protection from Harassment Act 1997.
4. Support Employee Development: We will provide training, development, and progression opportunities to all staff, encouraging them to reach their full potential.