OASST Ltd is committed to promoting equality, diversity, and inclusion within our workforce while eliminating unlawful discrimination. We strive to create a transparent and professional working environment that is free from bullying, harassment, and discrimination, where all employees treat one another with respect.

We are dedicated to equal opportunities in employment and recruitment and to enhancing the diversity of our workforce. This policy reinforces our commitment to integrity for all employees.

1. Purpose of the Policy

The purpose of this policy is to:

1.1. Ensure equality, fairness, and respect for all employees, whether they are temporary, part-time, or full-time.

1.2. Prevent unlawful discrimination against the protected characteristics outlined in the Equality Act 2010: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.

1.3. Oppose and avoid all forms of unlawful discrimination in areas such as pay and benefits, employment terms and conditions, grievance handling, disciplinary actions, redundancy, parental leave, flexible working requests, recruitment, promotion, training, and other developmental opportunities.

This policy applies to everyone working for OASST Ltd, including employees, agency workers, and interns. All employees are required to comply with national and local laws regarding unlawful discrimination and harassment.

2. Our Commitments

OASST Ltd commits to:

2.1. Encourage equality, diversity, and inclusion in the workplace.

2.2. Create a working environment free from bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all. We recognise and value individual differences and contributions, with all staff responsible for fostering equal opportunities and preventing discrimination. Staff should understand that they, as well as the organisation, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination.

2.3. Take complaints of bullying, harassment, victimisation, and unlawful discrimination seriously. Such complaints will be addressed as misconduct under our grievance and disciplinary procedures, with appropriate action taken. Serious complaints may be classified as gross misconduct, potentially leading to dismissal without notice. Sexual harassment can be both an employment rights issue and a criminal matter. Furthermore, harassment under the Protection from Harassment Act 1997 is a criminal offense.

2.4. Provide opportunities for training, development, and progression to all staff, encouraging them to reach their full potential and maximising organisational efficiency.

2.5. Base staffing decisions on merit, with any necessary exceptions allowed under the Equality Act.

2.6. Review employment practices and procedures regularly to ensure fairness and update them in response to changes in the law.

3. Responsibility for the Policy

Executive Leadership: All executive leaders will lead by example and take action to eliminate discriminatory behaviours and barriers.

Managers and Team Leaders: Responsible for implementing this policy, they will visibly:

3.1. Encourage and support diversity within their teams.

3.2. Challenge unacceptable behaviours.

3.3. Take firm action against unfairness or inconsistency.

3.4. Demonstrate and promote considerate and fair behaviour.

3.5. Treat all staff with dignity and respect.

3.6. Recognise and value individuals’ skills and contributions.

3.7. Understand that diversity is integral to meeting business priorities.

3.8. Create an environment for sharing best practices, celebrating successes, and encouraging positive attitudes toward diversity.

All Employees: Each employee has a personal responsibility to treat everyone with respect, consideration, and dignity. Everyone at OASST Ltd must behave in a way that supports this policy and treats each other courteously.

Revised September 2024