Equal Opportunities Policy Policy Statement Fraser Group is committed to equality of opportunity and diversity in everything it does. Fraser embraces diversity and will seek to promote the benefits of diversity in all of its activities. Fraser will seek to develop a culture that reflects that belief, both in it’s own staff but also whilst working with customers and other suppliers. Fraser will seek to widen the mediums in which it recruits to ensure as diverse as possible employee and candidate base and acknowledges the duty of all employers in promoting equality of opportunity and furthering social inclusion. Fraser takes positive steps to ensure that all current and prospective employees are not discriminated against, either directly or indirectly, on the grounds of gender, age, disability, marital status, sexual orientation, creed/religion, ethnic or national origin and social background. Fraser values the differences, needs and contributions a diverse workforce and customer base represents. Fraser places an obligation upon its entire staff to respect and act in accordance with this policy. Fraser is committed to providing equality and diversity training for all our staff. Fraser extends this positive attitude in respect of equality and diversity to its customers, contractors and wider local community. Fraser aims to be an equality and diversity champion and leader for SME Employers in: • promoting equality and diversity • challenging and eradicating discrimination • providing responsive services Within the overall framework of its statement of purpose and values, Fraser is committed to the principle and practice of equal opportunities and celebrates the diversity of people. Fraser understands that these two concepts are not the same but are complementary. Without recognising and, most importantly, valuing differences between people, there cannot be true equality of opportunity. Moreover Fraser promotes individual life-enhancing opportunities that respect all people. This document sets out the Equality and Diversity Policy of the Fraser Group. It explains why equality and diversity are important to it, the basic principles it will follow and how it intends to monitor and achieve its progress. Introduction It is the responsibility of every member of staff, contractor and visitor to make sure they do not unlawfully discriminate and/or harass in any way. Each has a duty for owning and implementing this Equality and Diversity Policy. All job applicants and staff will be informed of Fraser Group commitment to equality and valuing diversity and the Equality and Diversity Policy will be made available on the Company website. Scope This policy describes the Fraser Group policy on equality and diversity in relation to marketing, publicity and careers / school liaison. The categories of people covered by this policy are: • prospective staff • current staff • visitors, contractors and service providers (while they are on Fraser Group premises or carrying out Fraser Group business). Fraser Group recognises that many individuals and protected groups experience unlawful discrimination and disadvantage on the grounds of their protected characteristics as defined by the Equality Act 2010. • race • disability • gender • sexual orientation • religion or belief • age • gender re-assignment • marriage or civil partnership status • pregnancy and maternity • caring responsibilities • offending background • socio-economic group Fraser Group believes that equality for all is a basic human right and actively opposes all forms of unlawful and unfair discrimination. It values and celebrates the diversity in society and is striving to promote and reflect that diversity within Fraser Group. This policy sets out how Fraser Group will meet and, in some cases, exceed the legal requirements shared in the Equality Act 2010 (“the Act”). Definitions • Discrimination Fraser Group will not accept behaviour towards people which results in them being treated worse or less favourably than others are being treated because of a protected characteristic. • Harassment Fraser Group will not accept behaviour towards people which is offensive; might threaten their security; creates an intimidating or hostile environment which could hinder their performance; and/or affect their personal wellbeing. • Victimisation Fraser Group will not accept one person treating another badly which makes the person feel that they are uncomfortable or a victim. Responsibilities The CEO and MD are responsible for: giving a consistent and high profile lead on all equality issues promoting the equality policy both internally and externally making sure the Equality Policy is followed. Company Directors and Senior Leadership Team are responsible for: ensuring Fraser Group meets all its duties under the legislation ensuring that the Equality Act 2010 is followed receiving and approving monitoring reports on the policy through the reports submitted by HR to the Board meetings on a regular basis. making sure all the staff know their responsibilities and receive support and training to carry these out taking action against staff who discriminate, harass or victimise others for reasons of their protected characteristics All staff are responsible for: advancing equality of opportunity operating within this policy at all times challenging inappropriate language and behaviours completing equality and diversity training All contractors and service providers are responsible for: following the Equality Act 2010 and any equality conditions in contracts and/or agreements. Fraser Group Group Actions Marketing, Publicity and External Liaison Fraser Group aims to provide a recruitment process designed to encourage applications from all sections of the community. All publicity and company information will take into account equal opportunities for example photographs used in publications will aim to show our diverse workforce. Access and Environment Fraser Group is committed to develop its facilities and accommodation to improve access for visitors and staff with disabilities. All signs, regulations, communications and instructions will be as clear, as simple as possible and free from discriminatory language. Fraser Group will allocate resources to reflect its commitment to managing equality and diversity. Staffing Managers involved in the recruitment and selection process will be supported by a professionally qualified HR Manager. Fraser Group will ensure that fair and adequate arrangements exist for both effectively managing and recording all aspects of the employment relationship, including recruitment and selection. Action will be taken to ensure that individuals are treated fairly and that decisions on recruitment, selection, pay, training, development, promotion, career management and termination of employment are based solely on objective and job related criteria. Professional Development and Training All staff are required to take part in equality and diversity training (via training sessions or e learning modules) in order to ensure everyone that works at Fraser Group is aware of their role and responsibilities in respect of equality and diversity. Staff with management responsibility will attend further equality and Diversity training to support their line management responsibilities. Reporting a breach under the Equality and Diversity Policy If any individual feels that they have been treated less favourably and not in accordance with this policy, they should report this via Fraser Group Complaints or Grievance Procedure. In the first instance, matters may be discussed informally with their line manager or the HR Manager.