BSI Equality & Diversity
March 2024

BSI Equality &Diversity Policy
Document Owner: People TeamVersion: 7.0

BSI Equality & Diversity
March 2024

Table of Contents
1.

Introduction ............................................................................................................................ 3

2.

Purpose ................................................................................................................................... 3

3.

Scope ....................................................................................................................................... 3

4.

Roles and Responsibilities ...................................................................................................... 4

5.

Breach of this Policy ............................................................................................................... 4

6.

Policy Statement ..................................................................................................................... 4

7.

Prohibited Grounds of Discrimination.................................................................................... 5

8.

Forms of Discrimination ......................................................................................................... 5

9.

Recruitment ............................................................................................................................ 5

10. Training ................................................................................................................................... 6
11. Disability ................................................................................................................................. 6
12. Fixed-term and Part-time Employees .................................................................................... 7
13. Exception Process ................................................................................................................... 7
14. Contact Information ............................................................................................................... 7
15. Review .................................................................................................................................... 716. Associated Documents ........................................................................................................... 8External distribution

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BSI Equality & Diversity
March 2024

1. Introduction
The British Standards Institution, together with its subsidiaries (“BSI”) has developed a Group Compliance
Framework consisting of policies, processes, and procedures supported by both management and technicalcontrols appropriate to the risk profile of the organisation.
As BSI operates in a global context, the Global Equality & Diversity Policy (“Policy”) provides the principles
that should be observed when complying with discrimination laws that apply in each country or region. BSI
reserves the right, wholly at its discretion, to make exceptions to this policy where local legislation and/ orbest practice deem this necessary or appropriate.

2. Purpose
BSI prohibits all forms of unlawful and unfair discrimination and embraces diversity by creating an inclusive
environment that reflects the many cultures and locations where it works, recognising that a diverse
workforce promotes a positive working environment and helps it to achieve its mission and is committed
to providing equal opportunities to everyone. This Policy endeavours to assist in removing barriers andredress imbalances caused by inequality and unjustified discrimination, creating a workplace whereeveryone is treated with fairness, dignity and respect.

3. Scope
This policy applies to all Employees, Contractors, and temporary/agency staff (“Personnel”). Aspects of thispolicy may need to be applied in different ways to cater for those who are not employees.
It applies to every aspect of employment, including recruitment and selection, training and development,performance management, promotion and conduct at work. It applies in the workplace, outside theworkplace (when dealing with Clients, Suppliers or other work-related contacts), and on work-related trips
or events including social events.
All personnel should be aware of their responsibilities under this policy and could be held personally liable
for any act of unlawful discrimination. Any act of discrimination, harassment, bullying or victimisation against
a member of Personnel is a disciplinary offence and will be dealt with as appropriate under BSI’s disciplinary
procedure.
This policy is not part of any contract of employment and does not create contractual rights or obligations.
It may be amended by BSI at any time.

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BSI Equality & Diversity
March 2024

4. Roles and Responsibilities
Roles
Employee
ManagerPeople TeamGroup Compliance

Responsibilities
Responsible for adhering to this policy and reporting any potential noncompliance.
Responsible for ensuring this policy is implemented across their team(s) and that
all Personnel adhere to the principles, with any identified non-compliance being
managed accordingly.
Accountable for managing any reports of non-adherence with Group Compliancein line with this policy and local procedures.
Accountable for the resolution of all concerns raised through the confidential
SpeakUp channel.

5. Breach of this Policy
BSI emphasises that discrimination, harassment and/ or victimisation is unacceptable conduct which isregarded with the utmost seriousness and may lead to disciplinary action, potentially resulting in dismissal.
Actual or suspected incidents of misconduct should be reported to Group Compliance. BSI guarantees nonretaliation and confidentiality, to the extent legally possible, for good-faith reports of such breaches.
BSI has partnered with Safecall to provide an independent externally hosted reporting line “SpeakUp”
where concerns relating to application or breaches of this policy can be raised anonymously. All reports
are treated with the utmost confidentiality by independent staff. For further information on raisingconcerns and access to our Speak Up reporting line, please visit the page below:
https://www.bsigroup.com/en-GB/about-bsi/ethicsand-compliance/

6.

Policy Statement

BSI is an equal opportunities employer. No personnel or job applicants will receive less favourable
treatment because of a protected characteristic or will be disadvantaged by conditions, requirements orpractices that cannot be shown to be objectively justified.
BSI recognises that adhering to this policy, combined with relevant employment policies and practices,maximises the contribution each individual can make and is in the best interest of both BSI and its
personnel.
BSI reserves the right to investigate any allegation of breach of this policy and to take such disciplinary
action as it deems necessary, up to and including dismissal. In the case of non-employees, breach of thispolicy may result in termination of contract.

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BSI Equality & Diversity
March 2024
BSI strives to make all its products and services accessible, including to people with disabilities.
Requests for reasonable adjustments to our products, services and policies will be considered, including
adjustments to the physical features of our business premises to better enable people with disabilities toaccess our facilities.

7. Prohibited Grounds of DiscriminationProhibited grounds of discrimination will vary from country to country in accordance with local legislation
but typically include disability, marital or civil partnership status, pregnancy or maternity, race, colour,
nationality, ethnic or national origin, religion or belief, age, gender reassignment and sex or sexualorientation (collectively referred to as Protected Characteristics and determined locally). Personnel
should contact the People Team if they are uncertain of which protected characteristics apply wherethey work.

8. Forms of Discrimination
Non exhaustive examples of forms of discrimination include:
Direct discrimination – occurs when one person is treated less favourably than another because of aprotected characteristic. This may be because they themselves have the protected characteristic, because
they are perceived to have that protected characteristic or because of their association with anotherperson who possesses a protected characteristic.
Indirect discrimination – occurs when a requirement, condition or practice that applies to everybody
adversely affects people with a particular protected characteristic more than others and is not justified.
Harassment - means conduct related to a protected characteristic which has the purpose or effect ofviolating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive
environment. Harassment is addressed further in the BSI Respect at Work Policy.
Victimisation - occurs when a person is mistreated because they have made, or intend to make, acomplaint of discrimination or harassment, or have helped another person to make a complaint.
Victimisation is addressed further in the BSI Respect at Work Policy.

9. Recruitment
Advertisements for vacancies must give sufficiently clear and accurate information to enable potential
applicants to assess their own suitability for the post.

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BSI Equality & Diversity
March 2024

Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should
avoid stereotyping or using wording that may discourage particular groups from applying, should only
include requirements that are necessary and justifiable for the effective performance of the role and should
comply with local legislation. Where appropriate, vacancies will be posted on the intranet.
Where it is necessary and permissible under local legislation to ask questions relating to personal
circumstances, these will be related purely to job requirements and will be asked of all candidates.
Applicants should not be asked questions that might suggest an intention to discriminate on grounds of aprotected characteristic unless this is necessary to establish whether the applicant can undertake an
intrinsic part of the job or whether they need any reasonable adjustments to be made at interview orassessment.
In some countries BSI requires pre-employment health questionnaires to be completed when an offer of
employment is made to allow recruiting managers to consider reasonable adjustments to support new
employees with health conditions in order for them to be able to carry out the role they have been
employed to do.

10. Training
Personnel will be provided with appropriate training, regardless of whether they fall into a protectedcategory or have a protected characteristic.

11. Disability
Personnel with a disability are encouraged to tell BSI about their condition so that appropriate support canbe provided. Personnel should discuss any reasonable adjustments that are required to working conditions,which are considered necessary in assisting in the proper performance of duties. Careful consideration will
be given to any proposals of this nature and, where reasonable and practicable, such adjustments will bemade. There may however be circumstances where it will not be reasonable or reasonably practicable forthe organization to accommodate these proposals. In such circumstances, BSI will explain the reasons forthis and try to find an alternative solution where possible.

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BSI Equality & Diversity
March 2024
12. Fixed-term and Part-time Employees
BSI monitors the conditions of service of both fixed-term and part-time employees and their progression
to ensure that they are being offered appropriate access to benefits, training and promotion opportunities.
Where relevant, it will ensure fixed-term employees have access to notification of permanent vacancies.

13. Exception Process
Any deviation from this policy must be documented, together with clear reasons for such deviation, in the
exception log and reported to the People Team and Group Compliance who will seek approval from theGroup Leadership Team. Failure to comply with this policy may be grounds for disciplinary action, up toand including dismissal.

14. Contact Information
Questions relating to the content of this policy should be addressed to the People Team. Personnel areable to ask questions, raise concerns or report instances of potential non-compliance with this policy byspeaking by contacting the line manager or local People Team contact.

15. Review
This policy is reviewed on a regular basis. Personnel will be notified of any changes via BSI’s intranet.

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March 2024
16. Associated Documents
1

Reference Number

BSI Respect at Work Policy

2

Code of Business Ethics

3

Disciplinary Procedure

4

Grievance Procedure

4

Respect at Work Policy

External distribution

Document Name

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