ABC Ltd.

Diversity and Equality policy

In context of Bangladesh

Team HARBINGER | Diversity and Equality policy | December 25, 2016

 Diversity and Equality policy
In context of Bangladesh

Group members Name & ID

Submitted to:
Mr. Abu Zafar Ahmed Mukul
Md. Rasel Pradhan-1426
Course Instructor
Md. Atikur Rahman-2337
Course code: 504
Md. Shah Alam,-2341
Assistant Professor
Md. Saddam hossain-2345
Department of Finance and Management Studies
Md. Abdullah Al Mamun-
Shere E Bangla Agricultural University 2349

Submitted by:
Team HARBINGER
MBA 2nd Batch
Department of Management Studies
Jahangirnagar University

Submission Date: December 25, 2016

Submission Place:
Faculty of Business Studies
Department of Management Studies
Jahangirnagar University, Savar, Dhaka-1342
 ABC Ltd.

Letter of Transmittal

25th December, 2016

Mr. Abu Zafar Ahmed Mukul
Chairperson
Department of Finance and Management Studies
Shere E Bangla Agricultural University
Subject: Submission of course assignment on “Diversity and Organizational Equality
Policy”.

Dear Sir,
With best respect and honor, I would like to inform you that I have completed our course
assignment on “Diversity and Organizational Equality Policy”. It is an immense pleasure
for me to place the same before you.
I made every endeavor to prepare this dissertation and tried my level best to accumulate
relevant and insightful information. It is a great experience for me to work on this topic. I
have tried to make the report vivid and comprehensive within the scheduled time and
limited resources.
I sincerely hope that this report will help you to evaluate me. I will be obliged to clarify
any matter or to provide any further information regarding this report.
Thanking you for your kind supervision.
Sincerely yours,

Md. Abdullah Al Mamun

ID No: 2349
On Behalf of Team Harbinger
MBA Program, 2rd Batch
Department of Management Studies
Jahangirnagar University

Diversity and Equality Policy

Date of Issue: December 2016
Effective date: January 2017 PAGE 1
 ABC Ltd.

Acknowledgement

First of all, I would like to express my deep gratitude to the almighty Allah for fruitfully
preparing this course assignment. It was a great pleasure to prepare course assignment on
the various aspects of HRM activities focusing policy making. I would like to thank and
convey my gratitude to honorable course teacher, Mr. Abu Zafar Ahmed Mukul, Chairperson,
Department of Finance and Management Studies, Shere E Bangla Agricultural University,
for letting me to prepare this assignment. I would also like to express my sincere
appreciation to him for his wholehearted support and guidance.

I am also very grateful to the society of Human Recourse Management and some other
governmental regulatory agency and law for equality. Their valuable cooperation is the un-
dividable part of this course assignment. I would like to give thanks to them.

Senior HR manager of Paradise group, Md. Meherul Islam is very helpful in providing
necessary documents, annual reports, notices, brochures etc. that have helped me in
preparing this course assignment. Shower of thanks to those entire respondents who
responded each and every time in collecting necessary data.

Diversity and Equality Policy

Date of Issue: December 2016
Effective date: January 2017 PAGE 2
 ABC Ltd.

Executive Summary

The ABC Ltd. remains committed to advancing equality and diversity as key features
within all its activities, as it believes this to be ethically right and socially responsible.
This commitment is reflected in our core values as set out in the ABC Ltd. Plan:

 Diversity – we value diversity among our staff and employees, and respect diverse
points of view as part of our commitment to employees freedom;
And:
 Equity – we believe that the opportunities the ABC Ltd. offers its employees and
staff are precious and that access to them must be fair.
The Equality and Diversity Manager and colleagues in Personnel and Staff Development
and Employees Support Services, with the support of the Equality and Diversity
Committee, Working Group, and Personnel and Staff Development Committee, continue
to progress equality related issues at both operational and strategic levels.
Many structures and policies exist to support the ABC Ltd.’s work on equality and
diversity, and due to the complexity of this area and the shifting legal landscape, more work
is constantly coming on stream.
The year ahead presents many challenges and opportunities, particularly with the
introduction of a legal duty to positively promote gender equality from 1 January, 2016,
and the implementation of the Disability Equality Duty from 28 December 2006. It should
be noted that the new legislation places increased demands on the ABC Ltd. in terms of
monitoring and reporting. In addition, the outcome of the Discrimination Law review and
Equalities Review is awaited along with the introduction of the Commission for Equality
and Human Rights from October 2015. In the longer term, the introduction of a Single
Equality Act is anticipated, which will streamline the current legislative framework, and
introduce a generic positive duty to promote all strands of equality and to provide evidence
to demonstrate how this is achieved.

Diversity and Equality Policy

Date of Issue: December 2016
Effective date: January 2017 PAGE 3
 ABC Ltd.

Contents
Letter of Transmittal ........................................................................................................................................ 1
Executive Summary......................................................................................................................................... 3
Introduction ........................................................................................................................................ 6
Definition of Discrimination & Legislation ................................................................................. 6
Who this policy applies to ................................................................................................................ 6
Policy Statement ................................................................................................................................ 6
Commitment or Outcomes: ..............................................................................................................7
Equality of Opportunity ................................................................................................................... 8
Our strategy ........................................................................................................................................... 9
Equality objectives ................................................................................................................................. 9
Organization and Responsibilities ............................................................................................... 12
Group Chairman ............................................................................................................................... 12
All employees and workers ............................................................................................................. 13
Responsibilities of staff ................................................................................................................... 13
Possible Pre-conceptions ................................................................................................................. 14
Third parties ....................................................................................................................................... 14
Complaints ......................................................................................................................................... 15
Review of policy ................................................................................................................................. 16
APPENDICES: ..................................................................................................................................... 18
Appendix A: Bullying and harassment statement of policy ................................................................ 18
Appendix B: Equality and diversity action plan 2017-21 .................................................................... 19
Appendix C: Definitions and glossary of terms: ..................................................................................26
Other Terms ..........................................................................................................................................28
Protected Characteristics ......................................................................................................................29

Diversity and Equality Policy

Date of Issue: December 2016
Effective date: January 2017 PAGE 4
 ABC Ltd.

DIVERSITY AND
EQUALITY POLICY
In context of Bangladesh

DECEMBER 25, 2016

ABC LTD.
It’s a virtual Organization

Diversity and Equality Policy

Date of Issue: December 2016
Effective date: January 2017 PAGE 5
 ABC Ltd.

Diversity and Equality Policy

Introduction
ABC Ltd. is dedicated to encouraging a supportive and inclusive culture amongst the whole
workforce. It is within our best interest to promote diversity and eliminate discrimination
in the workplace.

Our aim is to ensure that all employees and job applicants are given equal opportunity and
that our organization is representative of all sections of society. Each employee will be
respected and valued and able to give their best as a result.

This policy reinforces our commitment to providing equality and fairness to all in our
employment and not provide less favorable facilities or treatment on the grounds of age,
disability, gender reassignment, marriage and civil partnership, pregnancy and maternity,
race, ethnic origin, color, nationality, national origin, religion or belief, or sex and sexual
orientation. We are opposed to all forms of unlawful and unfair discrimination.

All employees, no matter whether they are part-time, full-time, or temporary, will be
treated fairly and with respect. When ABC Ltd. selects candidates for employment,
promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

All employees will be given help and encouragement to develop their full potential and
utilize their unique talents. Therefore, the skills and resources of our organization will be
fully utilized and we will maximize the efficiency of our whole workforce.

Definition of Discrimination & Legislation

In this policy 'discrimination' means discrimination where a person is treated less favorably
on grounds of disability, sex or marital status.

Who this policy applies to

This policy applies to all ABC Ltd. employees.

Policy Statement
At ABC Ltd. we are committed to the ongoing development of a sustainable and profitable
business. A key element of this is a development of a diverse workforce operating at all

Diversity and Equality Policy

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Effective date: January 2017 PAGE 6
 ABC Ltd.

levels of the business. A positive attitude to diversity, equality and inclusion is part of The
ABC Ltd. Way and our Code of Conduct.

We believe that it is important that the composition of our workforce is representative of

the community in which we do business. We will rise to the challenge of making ABC Ltd.
a place where diversity of background and thinking is both welcomed and valued.

Commitment or Outcomes:
The Senior Management Team for ABC Ltd. is fully committed to this Policy and through
its implementation we will achieve these outcomes:

Respect for Everyone - We are committed to treat people with respect and
courtesy, no matter what their background or personal characteristics. This
includes:

 All employees and workers

 Trade contractors and their employees
 Our suppliers
 Our clients and their representatives
 People in the communities and localities in which we operate; and
 Anyone else who has contact with ABC Ltd.
 Everyone has the right to work with ABC Ltd. without fear of bullying,
harassment and victimization.

Open Recruitment - All employment opportunities in ABC Ltd. Are publicized

in an open manner that is appropriate to the location and role requirements. Our
aim is to ensure that the widest possible group of suitable applicants are aware of
opportunities to work at ABC Ltd. This will maximize our chances of recruiting the
best possible talent from all sections of the communities in which we operate. We
will look to actively communicate potential employment opportunities to groups
who are currently underrepresented within the workforce.

Recognition of Value of Diversity – ABC Ltd. recognizes that diversity is a

positive attribute and understands and welcomes the differences and benefits that a
diverse workforce brings.

Importance of Merit - All selection and promotion decisions should be based on

identifying the best possible candidate using fair, unbiased and objective criteria.

ABC Ltd. should be a truly inclusive place to work for everyone. Everyone who
works for ABC Ltd. will have an equal opportunity to make a contribution.

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Effective date: January 2017 PAGE 7
 ABC Ltd.

We engage and develop our own Supply Chain so it is in itself diverse in regard
to its employees and stakeholders. This will manifest itself in different ways
according to the different locations in which we operate and procure from.

Staff training / development-It is our Policy that we will not discriminate in the
provision of training and development courses.
Appropriate training shall be provided to enable staff or perform their jobs
effectively. Such training will make provisions where necessary for individuals
returning work following a break for domestic reasons.
Age limits for entry to training schemes should not be unnecessarily restrictive to
exclude certain groups.

Equality of Opportunity
ABC Ltd. is committed to providing equality of opportunity in all areas of employment
and business. All employees at ABC Ltd. are to be provided with equal opportunities to
achieve their full potential, and are to be equally respected and valued.

At ABC Ltd. we will not tolerate discrimination, harassment, victimization, bullying or

any other form of unfair treatment towards anyone on the basis of the following additional
personal characteristics:

Age
Gender, including transgender
Ethnicity or Race
Nationality
Disability
Religion or Faith
Sexual Orientation
Marital status, (including Civil Partnerships)
Social/regional background
Career history
Membership or non-membership of a trade union

This list of personal characteristics is not exhaustive.

At ABC Ltd. we will adhere to all legislation and international agreements that are relevant
to Diversity and Equality. This includes specific anti-discrimination legislation as well as
general employment legislation.

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Date of Issue: December 2016
Effective date: January 2017 PAGE 8
 ABC Ltd.

Our strategy
Our strategy sets out how we will put this policy into practice. We have identified eight
objectives in three broad areas, as follows:

Generic objectives
Effective leadership
Active use of data to review policies and procedures
Promotion and communication of commitment
Fostering awareness and understanding of equality and diversity

Employee-focused objectives
Fair Employee admissions
Accessible learning environments, alternative mode of delivery and assessments as
appropriate to meet the needs of Employees.

Staff-focused objectives
Fair recruitment and selection of staff
Positive staff experience of life at the ABC Ltd.

The actions necessary to implement each objective are set out below. Implementation of
the strategy will enable the ABC Ltd. to be sure that it provides an environment in which
people are treated fairly, where diversity and difference is celebrated and actively
promoted, where unfair discrimination of any kind is not tolerated and where there is a
willingness to consult openly with all internal and external stakeholders.

Equality objectives

Objective 1
To provide effective leadership in equality and diversity matters
To achieve this objective we will:
Initially through this policy, strategy and action plan, give clear strategic direction
in the area of equality and diversity; in so doing we will strive to achieve and
maintain a culture of trust and mutual respect, as well as developing amongst staff
and students an understanding of the business case for embedding equality and
diversity;
Develop clear lines of accountability and responsibility for equality and diversity,
ensuring that it is seen as an integral part of the management of the University; this
will include, monitoring of the membership and constitution of both the Equality
and Diversity Committee (to enable it to provide effective scrutiny of management
of the equality and diversity agenda at corporate level) and of all other committees
to ensure that their work reflects good equality and diversity practice;

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 ABC Ltd.

Ensure that resources are deployed appropriately and enable delivery of the
objectives within the strategy.

Objective 2:
To review and assess policies, procedures and practices by analyzing equality data to
ensure that the University is operating fairly.
To achieve this objective we will:
Make effective use of data, monitoring outcomes and take appropriate remedial
action where data analysis reveals adverse outcomes for staff or student;
Set and make progress towards achieving targets for the proportion of staff and
students from different groups if appropriate;
Review policies, procedures, processes and service provision to assess the extent
of adverse impact on equality groups and ensure fair outcomes for all.

Objective 3:
To promote and communicate the ABC Ltd.’s commitment to equality and diversity
internally and externally.
To achieve this objective we will;
Develop practical means of promoting and publicizing the ABC Ltd.’s commitment
to equality and diversity values and functions both internally and externally;
Develop effective methods of communication with all internal and external
stakeholders, working in partnership with external partners where appropriate,
consulting relevant staff and student groups when assessing the impact of existing
and new practices and processes and, encouraging the development of staff and
student networks (in partnership with the Trade Unions and Students‟ Union).

Objective 4:
To foster and develop awareness and understanding of equality and diversity issues.
To achieve this objective we will;
Ensure that appropriate information and support are in place so that staff and
students gain a fuller understanding of equality and diversity issues (including the
Policy and Strategy), their relevance and importance to individuals as members of
the University and their obligations in terms of acceptable behaviour;
Ensure that managers are equipped to fulfill their obligations under the policy and
strategy, including impact assessment, by developing equality and diversity
competency and capability through training, including compulsory training in some
areas;

Objective 5
To ensure that admissions to the university operate fairly for a diverse student
population.
To achieve this we will;

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Effective date: January 2017 PAGE 10
 ABC Ltd.

Ensure that criteria for selecting all students are clear and open and that all
applications receive equitable consideration.

Objective 6
To provide learning that is relevant, appropriate and accessible to a diverse student
population.
To achieve this we will;
Ensure that our teaching and assessment processes and practices are appropriate to
a diverse student body;
Ensure that the curricula offered, are reviewed at the time of approval for relevance,
appropriateness and accessibility to a diverse student body;
ensure that all students are offered support appropriate to their need and
circumstances, that the services provided recognize and support diversity and
difference and that alternative modes of delivery and of assessment (including
reasonable adjustments) are implemented when necessary;
Develop processes and systems to deal with dissatisfaction which command the
confidence of all stakeholders (including the use of mediation where appropriate)
and which provide feedback on general issues of principle to facilitate subsequent
changes to policy and procedures where appropriate.

Objective 7
To recruit and select staff fairly.
To achieve this objective we will;
Ensure all recruitment and selection processes are fair and equitable and carried out
by appropriately trained people; this will include using quantitative and qualitative
equality data to identify discrimination and disadvantage in employment processes
and outcomes and to address any inequalities.

Objective 8
To provide equitable opportunities and outcomes in terms of career development and
experience of working life at the university
To achieve this objective we will;
Ensure that rewards and promotion opportunities are available to all staff with
required skills and competences on an equitable basis and that the criteria for
promotion are based on relevant skills and aptitude; this process will include
monitoring, evaluation and where necessary amendment of relevant policies and
procedures;
Enable staff equitable and transparent access to relevant learning and development
opportunities so that they can perform their roles effectively and fulfill their
potential; in addition regularly evaluating the fitness for purpose of this provision.

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Effective date: January 2017 PAGE 11
 ABC Ltd.

Develop processes and systems to deal with dissatisfaction (including grievances)

which command the confidence of all stakeholders (including the use of mediation
where appropriate) and which provide feedback on general issues of principle to
facilitate subsequent changes to policy and procedure where appropriate.

Organization and Responsibilities

This Diversity and Equality Policy is led by ABC Ltd.’s Business Unit President with full
support from the ABC Ltd. Senior Management Team.

Group Chairman
The Chief Executive is ultimately responsible for ensuring:
- The effectiveness of our overall diversity and equality training program.
- That the proper operating practices and procedures to ensure equality and
encouraged.
- That all the directors are aware of their role and responsibilities in all diversity and
equality matters.
- That adequate steps has taken to meet the requirements of this policy as regards
instruction, information and training.

Directors
The directors are responsible for:
- Providing leadership and promoting a responsible attitude towards diversity and
equality amongst those they manage or supervise.

Responsibilities of Management
Responsibility for ensuring the effective implementation and operation of the arrangements
will rest with the Chief Executive. Directors / Managers will ensure that they and their staff
operate within this policy and arrangements, and that all reasonable and practical steps are
taken to avoid discrimination. Each manager will ensure that:
 All their staff are aware of the policy and the arrangements, and the reasons for the
policy;
 Grievances concerning discrimination are dealt with properly, fairly and as quickly
as possible;
 Proper records are maintained.

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Date of Issue: December 2016
Effective date: January 2017 PAGE 12
 ABC Ltd.

Human Resources / Head Office will be responsible for monitoring the operation of the
policy in respect of employees and job applicants, including periodic departmental audits.

All employees and workers

As part of this Diversity and Equality policy ABC Ltd. Employees have a responsibility to
do everything they can to prevent inequality or any discrimination to themselves, their
fellow workers and others affected by their actions or omissions at work. They have the
following responsibilities:

 Familiarize themselves with this policy and undertake any training provided by
ABC Ltd., focused on increasing their awareness of diversity, equality and
inclusion. To treat everyone with respect and courtesy, whether a colleague or
external contact.

 To not make comments, or take actions, that could be perceived as discriminatory,

harassing, victimizing, bullying, or disrespectful even if they are not made with that
intention. For example, banter with a colleague that is not seen by that colleague as
unwelcome, but could be offensive to an observer.

 To respectfully challenge colleagues, and other people at work, whose behaviour

could be seen as unwelcome or unacceptable, whether to themselves or to someone
else.

 To co-operate with management in eliminating any discriminatory practices that

may be identified at a department, operating unit and business unit level.

 To feel able to instigate a complaint under the Company’s grievance procedure, if

an employee believes he or she has received less favourable treatment due to a
personal characteristic.
 Equal Opportunity Policy Appendix G
 In addition, any employee who has line management responsibility in ABC Ltd.
Must also identify and deal with any instances of unfair treatment within their areas
of responsibility quickly and sensitively, in accordance with existing disciplinary
procedures and notify their senior manager and HR Business Partner.

Responsibilities of staff
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and
the attitudes of staff are crucial to the successful operation of fair employment practices.
In particular, all members of staff should:
 Comply with the policy and arrangements;
 Not discriminate in their day to day activities or induce others to do so;

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 ABC Ltd.

 Not victimize, harass or intimidate other staff or groups who have, or are
perceived to have one of the protected characteristics.
 Ensure no individual is discriminated against or harassed because of their
association with another individual who has a protected characteristic.
 Inform their manager if they become aware of any discriminatory practice.

Possible Pre-conceptions
In the application of this policy, it is essential that managers guard against discrimination
of the basis of possible assumptions that individuals’ because of their sex, race, disability,
religion or marital status possess characteristics which would make them unsuitable for
employment or receiving training. Examples of such assumptions might be:
 Lack of commitment to work.
 Have outside commitments which would interfere with work or training.
 Possess poor mental/physical ability.
 Produce an anticipated unfavorable reaction of other staff and members of the public.
 Be unsuitable for the job/training because of a feeling that certain types of work are
only suitable for a member of the opposite sex or of single status.
 Be unable to supervise.
 Possess limited career intentions.
 Be unwilling to undertake training.
 Have poor standards of behavior/conduct.
 Have limitations imposed by so-called traditional female interests and experience.
We emphasize that discrimination as a consequence of any such pre-conceptions is
unacceptable.
Any restrictions which are applied by management and which affect certain groups of
staff/trainers/trainees more than others, may effectively result in indirect discrimination,
and should be reviewed to determine whether they are necessary rather than convenient
and removed if this is not so.

Third parties
Third-party harassment occurs where a Company employee is harassed, and the
harassment is related to a protected characteristic, by third parties such as clients or
customers. ABC Ltd. will not tolerate such actions against its staff, and the employee

Diversity and Equality Policy

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 ABC Ltd.

concerned should inform their manager/supervisor at once that this has occurred. ABC
Ltd. will fully investigate and take all reasonable steps to ensure such harassment does
not happen again.

Complaints
All complaints will be dealt with seriously, promptly and confidentially. Any employee
who is found to unfairly discriminate against another employee or potential employee due
to the characteristics listed above will be guilty of a disciplinary offence.
They will therefore be dealt with in accordance with the Company’s disciplinary procedure.
In certain circumstances an offence of this nature may constitute gross misconduct,
resulting in summary dismissal.
Monitoring
We will seek to improve the quality of data regarding diversity within our own workforce
in order to ensure that we are meeting our goals to attract talent from all sections of the
community. This data is kept securely and in confidence for all employees during their
employment. Only authorized employees will have access to this information, which is not
disclosed other than as required by law. ABC Ltd. will monitor:

 The Company deems it appropriate to state its intention not to discriminate and assumes
that this will be translated into practice consistently across the organization as a whole.
Accordingly, a monitoring system will be introduced to measure the effectiveness of
the policy and arrangements.

 The system will involve the routine collection and analysis of information on
employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs,
grade and length of service in current grade. Information regarding the number of staff
who declare themselves as disabled will also be maintained.

 There will also be regular assessments to measure the extent to which recruitment to
first appointment, internal promotion and access to training/development opportunities
affect equal opportunities for all groups.

 We will maintain information on staff who have been involved in certain key policies:
Disciplinary, Grievance and Bullying & Harassment.

 Where appropriate equality impact assessments will be carried out on the results of
monitoring to ascertain the effect of the Company policies and our services / products
may have on those who experience them.

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 ABC Ltd.

 The information collected for monitoring purposes will be treated as confidential and
it will not be used for any other purpose.

 If monitoring shows that the Company, or areas within it, are not representative, or that
sections of our workforce are not progressing properly within the Company, then an
action plan will be developed to address these issues. This will include a review of
recruitment and selection procedures, Company policies and practices as well as
consideration of taking legal Positive Action.

Review of policy
The Executive Vice-President for Human Resources will be responsible for the
implementation of the Policy and will formally review it at least once a year.
This policy will be reviewed on a regular basis (at least annually) and additionally
whenever there are relevant changes in legislation or to our working practices.

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Effective date: January 2017 PAGE 16
 ABC Ltd.

Useful Information
For further information on ABC Ltd.’s Diversity Policy, or to contribute to making
ABC Ltd. a more inclusive place to work, please contact hrDirect@ABCLtd.co

Alternatively, please refer to the following pages on One ABC Ltd. for further guidance.

• Code of Conduct
• Disciplinary – Conduct Policy
• Grievance Policy
• Employee Assistance Program
• Equal Opportunities Guidance
• The ABC Ltd. Way

Signed

Name: Md. Abdullah Al Mamun

Title: President
Date: 25-12-2016

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Effective date: January 2017 PAGE 17
 ABC Ltd.

APPENDICES:
Appendix A: Bullying and harassment statement of policy
It is the policy of Academy of Learning to make every effort to provide a working and
learning environment free from all forms of harassment and intimidation. It is against the
policies of this organization for any member of staff or learner to harass another. Such
conduct will not be tolerated. All members of staff and our clients and learners will be
expected to comply with equality and diversity legislation and take appropriate measures
to ensure that such conduct does not occur. Appropriate disciplinary action, including
dismissal for serious offences, may be taken against a staff member who violates this policy
and investigation will be made if a learner or client is considered to have done so.

If managers fail to deal with allegations or incidents of harassment at work they may expose
themselves and Academy of Learning to legal consequences. In addition to discrimination
claims, harassment may lead to criminal claims for assault or civil claims for negligence
or breach of contract. All supervisory personnel have a duty of and are responsible for
taking positive action to eliminate any harassment or intimidation of which they are
aware.

Harassment is a form of unfair discrimination. Also, it may be unlawful behavior contrary

to the Sex Discrimination Acts 1975 & 1986, or the Race Relations Act 1976. It is
improper and inappropriate behavior which lowers morale and interferes with work
effectiveness. Harassment may take many forms. It can range from extreme forms such
as violence and bullying, to less obvious actions like ignoring someone at work. Whatever
the form of harassment, it will be unwanted behavior which is unwelcome and unpleasant
affecting the dignity of women and men at work. Forms of harassment may include:-
 Physical contact ranging from touching to serious assault.
 Verbal and written harassment through jokes, offensive language, gossip and
slander, sectarian songs, letters and so on
 Visual display of posters, graffiti, obscene gestures, flags, bunting and emblems
 Isolation or non-co-operation at work, exclusion from social activities
 Coercion ranging from pressure for sexual favors to pressure to participate in
religious/political groups or unions

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 ABC Ltd.

 Intrusion by pestering, spying, following and unwanted telephone calls emails,

social networking postings.

Wherever possible, any member of staff or any client who believes that he or she has been
the subject of harassment should in the first instance ask the person responsible to stop the
harassing behavior. If the harassment continues or some detrimental employment
consequence results, a complaint under the companies grievance procedure should be
made.

It should be noted that every member of staff should be protected from intimidation,
victimization or discrimination for filing a complaint or assisting in an investigation. Any
retaliation against an individual who has complained about harassment or is assisting in an
investigation, may constitute serious disciplinary offence.

Appendix B: Equality and diversity action plan 2017-21

The action plan below focuses on the eight objectives identified in the strategy to help the
ABC Ltd. meet its responsibilities under the Equality Act 2010. This action plan is by no
means a definitive list of all the activities the ABC Ltd. is undertaking to promote equality.
This is a living document and the actions identified may be reviewed or developed further
as appropriate.

As part of its governance arrangements, progress of the actions will be monitored annually
by the ABC Ltd. Equality and Diversity Committee.

Objective 1- To provide effective leadership on equality and diversity matters

Action

Action Lead(s) Outcome Date

Ensure that the Vice Chancellor Strategic April 2017 to
equality and documentation March 2019
diversity action adequately reflects
plan objectives are the equality and
embedded in diversity objectives
policies and
procedures at all
levels of the ABC
Ltd.

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 ABC Ltd.

Ensure that related Vice Chancellor Equality and Ongoing

developments and diversity embedded
strategies, including into related
Widening strategies and
Participation &, resources deployed
Teaching and appropriately
Learning are linked
to and consistent
with the Equality
and Diversity
Strategy
Ensure that equality ABC Ltd. Secretary Key decisions take On-going
and diversity issues account of equality
are included in all implications and or
ABC Ltd. the results of
management equality impact
meetings and assessments
committees

Objective 2- Active use of data to review policies and procedures by analysing equality
data to ensure the ABC Ltd. is operating fairly
Ensure data informs institutional equality and diversity decision-making at all levels,
including the development of targets for under-represented groups

Equality and Decisions are based On- going

Ensure data informs Diversity on the fullest and
institutional Committee most relevant
equality and information
diversity decision- available about our
making at all levels, staff and employees
including the and potential staff
development of and employees
targets for under-
represented groups
Develop a robust Equality and The ABC Ltd. April 2017
and prioritised Diversity Adviser makes rapid
programme of progress in areas of
equality impact greatest need in
assessments

Diversity and Equality Policy

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20
 ABC Ltd.

relation to E&D
policy and practice
Equality outcomes Equality and The ABC Ltd. Report June 2017
from completed Diversity Adviser approach to equality and ongoing
EIAs reported to the &diversity is
Equality and transparent to
Diversity internal and external
Committee and users
promoted via
various mechanisms
to share good
practice, including
maintaining a
profile on the ABC
Ltd. website
Provide targeted Equality and High quality EIAs Ongoing
training and support Diversity Adviser are completed,
to individuals and which are informed
the Equality and and inclusive
Diversity Forum,
involved in
undertaking and or
evaluating EIAs

Objective 3-To promote and communicate the ABC Ltd.’s commitment to equality
and diversity internally and externally
Promote and communicate the ABC Ltd.’s commitment to equality and diversity internally
and externally
Promote and Marketing ,and Marketing and Ongoing
communicate the Communications promotional
ABC Ltd. Team material, both online
commitment to and other formats,
equality and continues to reflect
diversity internally the full diversity of
and externally employees/staff/visit
ors

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 ABC Ltd.

Publication of the Marketing ,and Increased awareness August 2017

ABC Ltd. equality Communications of the ABC Ltd.
and diversity Team commitments
statement in all amongst staff,
public spaces on all employees, visitors,
campuses partners and wider
community
Consult staff and Equality and Greater Ongoing
stakeholders on Diversity Adviser understanding of
relevant policies and equality and
procedures routinely diversity issues and
their relevance to
the ABC Ltd.’s
business
Publish an annual Equality and Staff, Employee and October 2017
equality and Diversity external
diversity report Committee stakeholders can see
which shows staff progress made on
and Employee data equality and
and lists actions diversity issues
achieved towards
this strategy

Objective 4- To Foster and develop awareness and understanding of equality and

diversity issues

Develop a programme of equality and diversity training for staff at all levels and identify
areas where compulsory training should be introduced and reinforced

Develop a ODTU A programme of June 2017

programme of equality and
equality and diversity staff
diversity training development
for staff at all levels activities in place
and identify areas with flexibility to
where compulsory provide relevant
training should be bespoke activities
introduced and
reinforced

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 ABC Ltd.

Enhance Director of Greater awareness Ongoing

understanding of Teaching and of equality and
equality and Learning diversity issues and
diversity amongst their relevance to
the Employee body, the ABC Ltd.’s
including business
understanding of
obligations in terms
of acceptable
behaviours
Procurement Unit to Head of Services October 2017
develop equality Procurement commissioned will
and diversity reflect the ABC
criteria/guidelines Ltd.’s ethos on
for contractors equality and
including ensuring diversity and reduce
their staff receive the potential for
training leading to complaints
improved social
outcomes

Objective 5- To ensure that admissions to the ABC Ltd. operate fairly for a diverse
Employee population

Analyse admissions Admissions and Fair and transparent October 2017 and
data and assess Recruitment Team admissions process annual thereafter
impact of for both home and
admissions policy international
/procedures at local employees
and international
levels
Review the results Admissions and Report to Equality July 2017
of the admissions Recruitment Team and Diversity Report October
impact assessment Committee on 2017
and implement implementation and
recommendations results

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 ABC Ltd.

Objective 6- To provide learning that is relevant, appropriate and accessible to a

diverse Employee population

Embed Director of Teaching Curricula accessible Ongoing

considerations of & Learning to a diverse
equality firmly in Employee body
course approval and
review processes
Review teaching Director of Teaching Teaching Ongoing
methodologies to & Learning methodologies and
ensure equality practices are
issues are appropriate to a
highlighted and diverse Employee
considered body
Ensure assessment Director of Teaching All employees are Ongoing
processes are open & Learning treated equitably
and equitable whilst standards are
maintained
Investigate and Director of Teaching Reduce the February 2019
provide and Learning differences in
recommendations on attainment by
the disparity equality groups
between degree
classifications for
each equality group
Provide CPD Director for Developing culture June 2017 and
opportunities for Learning Resources of best practice in ongoing
staff to develop their & Employee support of
understanding of Services employees with
specific learning disabilities
difficulties and
necessary
adjustments for
dyslexia, aspergers
and other
disabilities.
Review accessibility Director of Facilities Access Audits are September 2019
and signage for all and Estates carried out and
the ABC Ltd.’s action taken to
facilities improve access and
signage

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 ABC Ltd.

Ensure that Director of Recognition of June 2018 and

mechanisms to Employee equality and ongoing thereafter
monitor Employee Experience diversity to be
experience embedded in
(including Employee
mechanisms to Experience Surveys
monitor and deal
with Employee
dissatisfaction)
reflect the diversity
of the Employee
population

Objective 7- To recruit and select staff fairly

Develop Director of HR Representation of September 2017 and

employment targets staff at all levels that review annually
for equality groups reflects the diversity thereafter
following analysis of the ABC Ltd.
of data population and the
wider community
Review the Resourcing & Analysis of staff June 2017
recruitment and Planning Manager data shows progress
selection policy and towards
procedures achievement of
targets

Objective 8- To provide equitable opportunities and outcomes in terms of career

development and experience of working life at the ABC Ltd.

Introduce equality Director of HR Better understanding Sept. 2018

monitoring at exit
interviews
Continue to monitor
our workforce and
pay profiles over
time and ensure that
any employment
data gaps are
of the issues that
may affect the
retention of staff
Director of HR Analyse data to December 2017 and
inform employment annually thereafter
action planning

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 ABC Ltd.

identified and
addressed by
appropriate
strategies.
Disaggregate the Director of HR Develop a Ongoing
responses to the comprehensive bank
staff survey by of information to
protected target equality and
characteristic and diversity
analyse the results. interventions and
Incorporate any better targeting of
actions arising from resources
them into this action
plan.

Appendix C: Definitions and glossary of terms:

Direct Discrimination
Where one (or more) person is treated less favourably than others in the same circumstance,
for example:
Excluding part-time staff in the selection for training;
Making assumptions based on appearance/speech at interview;
Promoting or offering secondment opportunities by nomination or on the basis of
seniority;
Rejecting a female candidate on the grounds of pregnancy.

Indirect Discrimination
When a requirement or condition of employment, promotion or aspects of service delivery
is applied equally and appears to be fair but can be shown to have an adverse impact on an
individual or group by placing them at a disadvantage, and the reasons for this cannot be
justified. For example:
Minimum levels of qualifications and/or experience are set unnecessarily high,
excluding those with career breaks, or refusing to consider relevant overseas
qualifications as comparable to UK qualifications

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Stereotyping: what is men's work and women's work (such as the employer
believing part-time work is suitable for female candidates only)

Discrimination arising from a disability

Occurs where a person is treated less favourably because of something resulting from their
disability. Discrimination can also take place where there has been a failure to make a
reasonable adjustment, e.g. for a disabled applicant who requires this in order to effectively
participate in the interview.
Discrimination by Association
This occurs where a person is discriminated against because of their link to another with a
protected characteristic.
Discrimination by Perception
Takes place where a person is discriminated against because it is believed they have a
protected characteristic e.g. have undergone gender reassignment.
Institutional Discrimination
When established policies, practices and procedures within an organisation have
discriminatory effects, whether intentional or not, “institutional discrimination” can be said
to exist: “…the collective failure of an organisation to provide appropriate and professional
services to people because of their colour, culture and ethnic origin”.
Victimisation
Victimisation occurs when a person receives less favourable treatment when they have
made a complaint, or it is suspected that they have made a complaint, or it they have or are
going to provide evidence about an act of discrimination.
Ostracising;
Excluding from circulation of information, or involvement in meetings;
Threatening dismissal, transferring or passing over for promotion.
Harassment
Any policy, procedure or conduct which causes another person alarm, distress or to fear
that violence will be used against them; may be considered as harassment of that person.
For example, being subject of demeaning/degrading language about their sex, race, cultural
dress or accent (including jokes).

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Other Terms

Biphobia
An irrational fear of aversion to or prejudice against, bisexual people.
Gender
This term tends to be used interchangeably with the word “sex”. Where referred to in this
Policy it is being used in this way.
Gender Reassignment
This refers to the process where a person is about to undergo, is undergoing or has
undergone a transition to a different gender identity from the one they had at birth e.g. from
male to female. Under the Equality Act 2010, a person does not have to undertake this
transition medically, as used to be the case under previous laws. Heterophobia An irrational
fear of or aversion to or prejudice against heterosexual people.
Homophobia
An irrational fear of or aversion to or prejudice against people who are lesbian or gay.
Sex
This refers to a person’s gender, that is, whether they are male or female.
Sexual Orientation
This refers to a person’s sexuality, that is, whether they identify as heterosexual, gay,
lesbian or bisexual.
Transsexual
This refers to a person who is about to undergo, is undergoing or has undergone gender
reassignment, in other words, transitioning from one gender identity to another, whether
this is under medical supervision or not. This is not a form of sexual orientation.
Trans Status
“Trans” is an umbrella or all-embracing term which covers a range of sex or gender variant
people including, for instance, those who cross dress, are transsexual, etc. This is not a
form of sexual orientation.
Transphobia

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An irrational fear of, aversion to or prejudice against trans people.

Protected Characteristics

Age
The ABC Ltd. aims to create an environment in which both staff and employees of all ages
feel equally welcomed and valued. The policy aims to ensure that no job applicant,
potential or existing member of staff, or potential or existing Employee receives less
favourable treatment on the grounds of age or on any other grounds not relevant to good
employment and learning practice.
The ABC Ltd. is committed to the removal of age discrimination in employment. The
use of age and age related criteria reduce the objectivity in employment decision making
and increase the likelihood of inappropriate decisions.
The efficient and effective use of peoples skills require that employment decisions are
based on competencies, qualifications, skills, potential and related criteria obtained through
careful analysis of job requirements and job performance.
Employment decisions based on age are not justifiable because:
Age is not a genuine employment criterion
Age is a poor predictor of performance
It is misleading to equate physical and mental ability with age
Disability
The ABC Ltd. is committed to eradicating disability discrimination in all its forms and
aims to ensure that no one within the ABC Ltd. community is disadvantaged on the grounds
of their disability. It is also committed to increasing the number of disabled people
employed within the organisation, including those with chronic health conditions, as it
recognises that valuable human resources remain under-utilised. It will continue to identify
the potential barriers to recruitment and retention, including continued work on raising
awareness and understanding of disability issues, particularly with key decision-makers
and front-line staff, in the institution.
Gender and Gender Reassignment
The ABC Ltd.’s approach to promoting and advancing gender and trans equality across the
full range of its activities covers staff, employees and other stakeholders and aims to ensure
that all genders have an equal opportunity to take part in all aspects of ABC Ltd. life.

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Through commitment, action and progress, the ABC Ltd. wants all of its staff and
employees to have the opportunity to benefit from academic and employment opportunities
appropriate to their abilities, regardless of their gender, actual or perceived. The ABC Ltd.
believes that it has a significant contribution to make in creating a society where men and
women are valued equally in a society through:
Ensuring that our practices and procedures do not discriminate against all genders,
in employment or service delivery.
Attracting the best talent, locally, nationally and internationally.
Ensuring our practices and procedures are in line with our commitment to work-
life balance.
Ensuring that staff and employees are clear that everyone has the right to work in a
climate of respect, free from intimidating, hostile and humiliating behaviour.
Sex discrimination which could include financial, reduced employee morale and
commitment and cost to the reputation of the ABC Ltd. resulting from adverse
publicity.
The ABC Ltd. recognises the existence of transphobia and is committed to eliminating it
all its forms. Transphobic abuse, harassment or bullying (e.g. name-calling/derogatory
jokes, unacceptable or unwanted behaviour and intrusive questions) are serious
disciplinary offences and will be dealt with under the appropriate procedure.
Marital or Civil Partnership Status
The ABC Ltd. is committed to ensuring that the marital or civil partnership status of
individuals does not impact upon their experience at The ABC Ltd. of Bedfordshire, either
as a Employee, or as an employee. Individuals should not be disadvantaged, or advantaged,
on the basis of their marital or civil partnership status, single status or partnered/no
partnered status. Attitudes to marital or civil partnership status can be directly, or indirectly,
linked to issues related to religion or belief, sexual orientation and/or gender. Therefore,
the ABC Ltd. will take steps to ensure its policies and procedures do not have a potential
adverse impact on employees or staff, in terms of marital or civil partnership status and
other possible areas where unfair and/or unlawful discrimination could occur.
Pregnancy and Maternity
The ABC Ltd.’s commitment to the protection of the rights of pregnant staff is reflected in
its policies on issues such as maternity and paternity leave and flexible working. We are
equally committed to the protection of the rights of pregnant employees which are also
now covered by the Equality Act and have developed a separate pregnant Employee
policies and procedure.

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 ABC Ltd.

The ABC Ltd. of Bedfordshire believes that being pregnant or having a very young child
should not, in itself, be a barrier to applying for, starting, succeeding in, or completing a
programme of study. The ABC Ltd. is committed to being as flexible as possible,
providing academic standards are upheld. The special arrangements which can and should
be made for employees in these circumstances will vary from programme to programme.
However, the general approach to be taken is consistent across the ABC Ltd.
Race, Nationality or Ethnic Origin
The ABC Ltd. of Bedfordshire is opposed to racial discrimination in all its forms and aims
to ensure that no one within the ABC Ltd. community is disadvantaged on the grounds of
race, nationality, ethnic origin or colour.
There is also a commitment to ensure that staff and employees from a wide range of ethnic
backgrounds are proportionally represented within all spheres of the ABC Ltd.’s
workforce, areas and levels of study across the institution. Proportionate representation
of staff from all backgrounds at higher levels of the organisation and within all areas of
influence are a particular area of focus for the ABC Ltd., as well as an emphasis on enabling
employees of all ethnicities to achieve their maximum potential both academically and in
terms of their future employability when they move on.
Religion or Belief
The ABC Ltd. aims to create an environment where the religious and nonreligious beliefs
of all are respected. Members of any religion or of none should be treated with equal
dignity and fairness. The ABC Ltd. equally subscribes to building good relationships with
people of different faiths and beliefs. (A separate Religion/Faith/Belief Policy has been
developed for staff and Employees)
Where employees have particular religious and cultural needs which may conflict
with existing work or educational requirements, the ABC Ltd. will consider
whether it is reasonably practicable to vary or adapt these requirements to enable
such needs to be met. Such requests should, in the first instance, be referred to their
line managers or faculties as appropriate. Where further guidance is required, the
matter should be referred to the Human Resources Department/Director for
Employee Experience, as appropriate, at the earliest opportunity.
Any attempt at coercing others to comply with a particular belief system, for
example through distribution of propaganda or through threats or offensive
remarks, will result in disciplinary action.
The ABC Ltd. undertakes to assess the demand for food that meets religious dietary
requirements (e.g. vegetarian, kosher and halal) in consultation with employees and
staff. Every effort will be made to meet the demand for specific types of food.

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 ABC Ltd.

16.17 Sexual Orientation

The ABC Ltd. values all of its staff and employees equally, regardless of their sexual
orientation, actual or perceived, and aims to create an environment in which all feel equally
welcome and valued, and in which homophobic, biphobic and heterophobic behaviour is
not tolerated. The ABC Ltd. recognises the extent of heterosexist assumptions in society
and the existence of homophobia and biphobia and seeks to ensure that all individuals are
treated with equal dignity and fairness, regardless of their sexual orientation.
Homophobic, biphobia and heterophobic abuse, harassment or bullying (e.g. name-
calling/derogatory jokes, unacceptable or unwanted behaviour and intrusive questions) are
serious disciplinary offences and will be dealt with under the appropriate procedure.
Social Background
The ABC Ltd. is committed to recruiting employees and staff from a diverse range of
backgrounds and ensuring that progression is based on merit, and is not adversely affected
by an individual’s genuine, or perceived, class or socio-economic background.
Mental Health
The ABC Ltd. is aware that mental health difficulties may arise at any time, for any
individual. It seeks to promote supportive, ethical and responsible attitudes towards
employees and staff who experience mental health difficulties. The ABC Ltd. recognises
its statutory duty to take „reasonable care‟ in the provisions it makes for its employees.
This applies in the context of mental health, as in other areas.

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