Policy Objective
This policy promotes the benefits of creating an inclusive culture through Equity, Equality and Diversity awareness and actions. Enabling and empowering all colleagues at Bristow & Sutor Group to feel a sense of belonging and to achieve their full potential.
Our colleagues should be truly representative of all sections of society and our customers, and each colleague should feel respected, valued and enabled to give their best.
Scope
This policy applies to all colleagues and working practices across the Bristow & Sutor Group, as well as to external partner and supplier relationships, services and agreements.
| Term | Definition |
|---|---|
| Equality | All colleagues have access to the same opportunities and resources to enable them to fulfil their potential, regardless of background and circumstances. |
| Diversity | The acceptance and inclusion of colleagues from all backgrounds and circumstances. Recognising and promoting the value of a workforce with a range of different experiences, qualities and perceptions. |
| Equity | The adjustment of processes and practices to ensure demographic needs are met and all colleagues have access to equal outcomes. |
| Inclusion | All colleagues feel accepted for who they are and valued for their differences. They can thrive at work without the need to conform. |
Bristow and Sutor Group wholeheartedly supports the principles of equality, diversity and inclusion and recognises the importance of a culture that eliminates barriers, embraces difference and champions inclusion.
All colleagues have the right to be treated with consideration and respect. Behaviours or actions that may impact dignity at work will not be tolerated and will be dealt with via the appropriate channels. Bristow and Sutor Group are committed to working relationships and practices that release the full potential, creativity and productivity of each individual. To enable this, working practices will be adjusted to meet needs and requirements whenever possible.
The principles of equity, equality and diversity will be promoted in all interactions with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.
Bristow and Sutor Group will strive to maintain relevance and reflect the diversity of the communities it is part of. There are many advantages to having a diverse workforce that values all contributions, EDI Policy 3 and so all decisions relating to recruitment, development, progression, reward or any other facet of the employment relationship will be fair, equitable and based solely on merit and ability.
Differences such as race, sex, gender identity, religion and belief, sexual orientation, pregnancy and maternity, disability, political opinion, community background, marriage and civil partnership, age, ex-offender status, or social or economic status will not be a factor that unfairly prejudices decision making. These factors will only be considered if there are identified health and safety, safeguarding or other significant risks to the colleague and/or Bristow and Sutor Group.
Bristow & Sutor Group recognises the importance and value of a diverse workforce that offers a range of experiences, qualities and perceptions. It actively champions inclusion in all its endeavours and seeks to promote this through a range of targeted initiatives and communications, sponsored at the Senior Leadership level, that ensure a sense of belonging amongst colleagues.
Policy Principles
Bristow and Sutor Group adheres to the following Policy Principles:
- To promote a culture where diversity is valued, respected and built upon, and attracts and retains a workforce based on merit and ability. One that is reflective of the wider communities it is part of.
- To avoid discrimination in all employment processes and procedures including, but not limited to, recruitment assessment & selection, promotions, training or other developmental opportunities, compensation & benefits, terms & conditions of employment, and in its handling of disputes, disciplinaries, dismissals, redundancies, and requests for family leave or flexible working.
- To pro-actively tackle discrimination or disadvantage ensuring that no individual or group is directly or indirectly discriminated against for any reason regarding employment or accessing its services. All claims of discrimination, harassment or victimisation will be investigated swiftly, and any breaches of this policy will be dealt with appropriately; potentially resulting in disciplinary action. This may also apply to actions and behaviours that occur outside of working hours.
- To provide ongoing training to support and equip colleagues to champion inclusion and embrace diversity. Ensuring all colleagues are aware of the importance of equality, equity, diversity and inclusion and the potential for unconscious bias to affect decision making.
- To collect and use monitoring data to inform and improve our employment and other working practices.
Responsibilities
All colleagues at Bristow and Sutor Group are responsible for ensuring this policy is adhered to in the following way:
- Seek to understand this policy, adhere to the principles and ensure that they do not, by their actions, behaviours or attitudes, directly or indirectly, breach it.
- As champion of the Bristow and Sutor Group culture, assist in its commitment to the principles of this policy by role modelling the values and behaviours that eliminate discrimination, victimisation, bullying and harassment, and promote the value of diversity and inclusion.
- Be proactive in promoting equity, equality, diversity and inclusion in all working practices, decisions and actions. Always give consideration to any reasonable adjustments that may be needed.
- Assist Bristow and Sutor Group to meet its commitment to embrace and celebrate the benefits of a diverse workforce that is relevant to, and representative of the communities it operates in.
- Challenge discriminatory behaviours or ways of working, reporting any breaches to a line manager or the HR team.
- Always behave in a way that respects and reflects Bristow and Sutor Group’s values.
More specific responsibilities are set out below:
| Role | Responsibility |
|---|---|
| The Board | The Board has ultimate accountability for ensuring that this policy is in place, implemented, monitored and adhered to. The Board has delegated responsibility for this to the Group HR Director and HR Team. |
| Management | All managers are responsible for promoting and role modelling the principles of this policy and for ensuring all colleagues adhere to it. Any breaches that they become aware of should be immediately escalated to the HR team. |
| HR | The HR team has delegated authority to ensure this policy is implemented, understood and adhered to. Any breaches should be identified and managed via the appropriate channels in a timely way. |
| Our People | All colleagues are responsible for understanding, promoting and adhering to the principles of this policy. Any breaches should be notified immediately to their line manager or the HR team.. |
Related policies
This policy is non-contractual but forms part of the overall terms and conditions of employment along with all other Group Policies. Specifically related to this policy are the Bullying and Harassment Policy, the Disciplinary Policy, the Whistleblowing Policy and the Dispute Resolution Policy.
How will this Policy be Monitored?
The Board delegates responsibility for monitoring this policy to the Group HR Director and HR team. It will be reviewed on a regular basis (every two years as a minimum) to ensure it remains relevant and compliant with legislation and best practice. Any serious breaches will be flagged to the appropriate forum.
Any individual who believes that an act in breach of this policy has taken place should raise the issue as soon as possible with their line manager or a member of the HR team.