Think FM Solutions Equality & Diversity Policy 2025

Date Issued: 31.12.2024

Contents

1. Policy Statement – Principal Legislation Relating to This Policy
2. Types of Unlawful Discrimination
3. Equal Opportunities in Employment and Training
4. Dignity at Work
5. Responsibilities
6. Grievances
7. Monitoring and Review
8. Informal Approach Flowchart
9. Formal Grievance Procedure Flowchart – Stage 1 Raising Formal Grievance
10. Criminal Record Disclosure Policy

1. Policy Statement – Principal Legislation Relating to This Policy

Think FM Solutions is committed to providing equality of opportunity and eliminating unlawful discrimination in employment and training. Relevant legislation includes:

• Disability Discrimination Act 1995 & 2005
• Equality Act 2005
• Employment Equality Regulations (Religion or Belief, Sexual Orientation, Age)

It is unlawful to discriminate in recruitment, employment, or service provision based on sex, race, nationality, religion, belief, sexual orientation, or disability.

2. Types of Unlawful Discrimination

• Direct Discrimination: Treating a person less favorably due to a protected characteristic.
• Indirect Discrimination: Applying a provision or practice that disproportionately affects a protected group.
• Harassment: Unwanted conduct related to a protected characteristic, creating a hostile environment.
• Failure to Make Reasonable Adjustments: Not accommodating needs related to disability.
• Victimisation: Treating someone unfairly because they have made or supported a complaint of discrimination.

3. Equal Opportunities in Employment and Training

3.1 Recruitment and Selection

• Opportunities will be advertised both internally and externally.
• Selection criteria will be reviewed to ensure fairness.
• Selection processes will involve more than one person, where practicable.
• Reasons for selection and rejection will be recorded and monitored.

3.1 Training and Development

• Staff and learners will have access to appropriate training and development.
• A flexible approach to training will be adopted to accommodate personal circumstances.
• Equal opportunities induction will be provided for new staff and learners.

3.2 Promotion

• Promotion will be based on objective assessment of abilities, skills, and knowledge.
• Promotion opportunities will be accessible to all staff, including part-time and remote workers.

3.3 Discipline

• Staff involved in disciplinary procedures will be trained in equality and diversity.
• Breaches of the Equality & Diversity Policy will be treated as misconduct.

4. Dignity at Work

A separate Dignity at Work Policy covers issues of bullying and harassment and how such complaints will be handled.

5. Responsibilities

All employees must help the company meet its commitment to equal opportunities. Acts of discrimination, harassment, or victimisation will be treated as disciplinary offences.

6. Grievances

Complaints of discrimination can be made using the company’s Grievance Procedure. Complaints of bullying or harassment should follow the Dignity at Work Policy.

7. Monitoring and Review

The policy will be reviewed annually to ensure its effectiveness. The company will monitor the composition of its workforce and applicants for jobs, ensuring compliance with the Data Protection Act 1998.

8. Informal Approach Flowchart

Describes the process for raising an issue informally with a line manager and how it is handled.

9. Formal Grievance Procedure Flowchart – Stage 1 Raising Formal Grievance

Outlines the steps for raising a formal grievance, including submission, acknowledgment, meetings, and decision notifications.

10. Criminal Record Disclosure Policy

10.1 General Principles

Think FM Solutions is committed to safeguarding children, young people, and vulnerable adults. Criminal record checks will be conducted for relevant roles.

10.2 Storage and Access

Disclosure information will be stored securely with limited access.

10.3 Handling

Disclosure information will only be shared with those authorized to receive it.

10.4 Usage

Disclosure information will only be used for the purpose for which it was requested.

10.5 Retention

Disclosure information will not be retained for more than six months unless exceptional circumstances apply.

10.6 Disposal

Disclosure information will be securely destroyed once the retention period has elapsed.