Equality & Diversity
Equality, Diversity and Inclusion Policy
1. Equal opportunities statement
Agrimetrics is committed to promoting equality, diversity, and inclusion within its workplace. We believe that inclusion means belonging without conformity, that everyone brings their own unique perspective, and tapping into these different points of view results in better innovation and problem-solving. We therefore foster diversity as a strength and strive to maintain a working environment in which all individuals feel respected and able to make the best use of their skills, free from discrimination and harassment. Moreover, we are committed to providing equity of opportunity and to making the reasonable adjustments to accommodate individual circumstances that may be required to achieve this.
2. About this policy
The purpose of this Policy is to outline how we provide equal opportunities and non-discriminatory treatment for all members of staff regardless of age; disability; marital or civil partner status; pregnancy or maternity; race (to include colour, nationality, ethic or national origin); religion or belief; or sex, sexual orientation or gender reassignment (“Protected Characteristics”).
The principles of non-discrimination and equality of opportunity also apply to the way in which Agrimetrics and its employees treat visitors, customers, suppliers, partners and anyone else connected with the Company.
3. Responsibility for the Policy
Agrimetrics’s Executive Management has overall responsibility for the effective operation of this Policy and for ensuring compliance with discrimination law.
4. Forms of discrimination
Discrimination may be direct or indirect and can occur intentionally or unintentionally.
Direct discrimination occurs where someone is treated less favourably because of one (or more) of the protected characteristics set out in Section 2, above.
Indirect discrimination occurs when someone is disadvantaged by an unjustified requirement or practice that puts people with a particular protected characteristic at a disadvantage.
Harassment is unwanted conduct relating to a relevant protected characteristic which intends to violate someone’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment for that person.
Victimisation is the less favourable treatment of someone who has complained or given information about discrimination or harassment or supported someone else’s complaint.
Disability discrimination can include direct and indirect discrimination and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Bullying is not limited to behaviour around protected characteristics. It is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power designed to undermine, humiliate, control or injure the person on the receiving end.
5. Agrimetrics’ commitments
We oppose and avoid all forms of discrimination, including in the areas of pay and benefits; terms and conditions of employment; dealing with grievances and discipline; dismissal; redundancy; leave for parents; requests for flexible working; recruitment, promotion, training or other development opportunities.
We will provide managers with appropriate training on equal opportunities awareness.
We will take seriously complaints of bullying, harassment, victimisation and discrimination by fellow employees, visitors, customers, suppliers, partners and any others in the course of the Company’s business activities.
We will review this Policy annually. We will monitor how this Policy is working in practice by:
- Conducting periodic review of any reports of discrimination or harassment that have been made, to identify any trends or training requirements.
- Conducting a staff well-being survey annually, as part of which we ask direct questions on staff experience of bullying and harassment.
6. What this means for you: when you apply for a job with us
Recruitment is conducted on the basis of merit, against objective criteria that avoid discrimination.
We will not ask you questions which might suggest an intention to discriminate on the grounds of a Protected Characteristic.
We will not ask you about health or disability before a job offer is made, unless this is necessary to establish if you can perform an intrinsic part of the job (subject to any reasonable adjustment) or to establish if any reasonable adjustment will be required during the recruitment process.
To ensure that our Policy is operating effectively, we may monitor information provided by applicants, including about some Protected Characteristics. Provision of this information is entirely voluntary and is not used in the selection process.
7. What this means for you: when you work for us
We will pay a fair rate for work done and review renumeration yearly. We will also review our conditions of service and benefits regularly.
We will promote individuals based on skills, experience and aptitudes essential and desirable for the role.
We will make opportunities for training, development and continuing professional development (CPD) activities available to all staff, and we will encourage career development.
We will make reasonable adjustments to accommodate circumstances such as carer responsibilities or disabilities to ensure our roles remain open to everyone who has the skills and experience to carry them out.
We expect you to act in accordance with thisPolicy and to treat colleagues, visitors, customers, suppliers, partners and anyone else you interact with through your employment with us with respect and dignity at all times. Individual members of staff, as well as Agrimetrics, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination.
8. Breaches of this Policy
If you believe that you may have been discriminated against or subject to harassment you should raise the matter through our Grievance Procedure or our Anti-Bulling & Anti-HarassmentProcedure, both documented in our Employee Handbook. Any report made will be strictly in confidence. Your concerns will be taken seriously and those who lodge a grievance or allegation will not be victimised or treated less favourably as a result.
Any member of staff who is found to have committed an act of discrimination or harassment will be subject to disciplinary action (see our Disciplinary Policy& Procedure).
9. Related Policies (see our EmployeeHandbook)
- Anti-Bullying& Anti-Harassment Policy
- Grievance Policy& Procedure
- DisciplinaryPolicy and Procedure
- Anti-Bribery& Fraud Policy
- Leave for family or personal reasons.
This Policy was approved on 27th February 2023 and will be reviewed annually.