This sets out the equality, diversity and inclusion policy for KCL Digital (08583068).
KCL Digital aim for our workforce, associates, consultants, and candidates to be truly representative of all sections of society and our clients, and for each employee or person that we engage with, to feel respected and able to give their best.
KCL Digital, in providing goods and/or services and/or facilities, is committed against unlawful discrimination of customers or the public.
The purpose of this policy is to:
- Provide equality, fairness and respect for all in our employment or those who engage with us on our behalf, whether temporary, part-time or full-time, associate or consultancy.
- Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
- Oppose and avoid all forms of unlawful discrimination.
KCL Digital commits to:
- Encourage equality, diversity and inclusion in the workplace as standard.
- Creating and establishing a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
- This commitment includes the responsibilities of our workers to conduct themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
- Such acts will be dealt with as misconduct under advice from our legal HR representatives The Legal Partners, and the necessary appropriate action will be followed. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. These terms will be referred to in any agreement with our placements, assignments and/or consultancies.
- Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.
- Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review employment and placement practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
- Monitor the make-up of our workforce and who we work with, regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
- Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
- The equality, diversity and inclusion policy is fully supported by senior management associates within KCL Digital.
KCL Digital have a partnership with the Legal Partners who support us in this Policy, who we will continue to seek advice from and liaise with where required.