Equality and Diversity Policy

Every employee is entitled to a working environment that promotes dignity and respect to diverse backgrounds and the beliefs of all. No form of intimidation, bullying or harassment will be tolerated. Terms and conditions of service for employees will comply with UK equal opportunities legislation. Arch Henderson will review all employment practices and procedures to ensure fairness. A breach of this equality and diversity policy will be regarded as misconduct and could lead to disciplinary proceedings. Arch Henderson will ensure its commitment to equality and diversity is reflected in all external company representation, marketing and communications.

This policy is fully supported by senior management and will be monitored and reviewed annually, implementing changes where we can improve equality of opportunity.

Our policy is governed by the Equality Act 2010 which makes it unlawful to discriminate against protected characteristics, either directly or indirectly through recruitment or employment. This helps to achieve equal and diverse opportunities within the workforce and wider community. We recognise and value the richness that a diverse workforce brings. Our aim is to make positive use of unique talent and perspectives within the workforce and be truly representative of all sections of society.

The purpose and criteria of this policy are outlined below.

• Arch Henderson recognises that discrimination and victimisation are unacceptable and is committed to identifying and eliminating unlawful discriminatory practices and attitudes throughout the company. Furthermore, there is an expectation from all employees whether part-time, full-time or temporary, to support this commitment by treating all staff fairly and with respect.
• It is the aim of the Arch Henderson to ensure that no employee or candidate receives less favourable facilities or treatment, either directly or indirectly, on the grounds of the protected characteristics. These are: age, sex, disability, sexual orientation, marital status, pregnancy/maternity, race, religion or belief. This applies to all aspects of employment, including:
• recruitment and selection
• training
• continual development
• grievance handling
• disciplinary measures
• redundancy

Our staff will not discriminate directly or indirectly, against customers or clients based on protected characteristics.

This policy and the associated arrangements shall operate in accordance with The Equality Act 2010. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any government departments, and any other statutory bodies.

Equal Opportunities Policy

It is our policy that employment decisions, and opportunities for training and promotion, are based solely upon ability and the qualifications necessary to meet the demands of the post, without regard to protected characteristics of race, colour, religion, ethnic origin, age, sex, disability, marital status or sexual orientation.

Terms of employment are maintained to ensure that no discrimination or prejudice exists and that employees are not disadvantaged by way of personal circumstances or cultural background.

Equality Awareness

Arch Henderson LLP recognises that not everyone shares the same work ethic, seeks the same goals and objectives or is motivated in the same way. Therefore, a company wide commitment to provide a supportive system of equality and diversity training has been made to nurture a healthy working environment for all staff.

Arch Henderson LLP endeavours to raise awareness of the importance of understanding the culture and values of a diverse workforce, addressing bias, prejudices and stereotypes.

Equality and diversity information is included in induction programmes.

All those who act on behalf of Arch Henderson will be briefed on this equality and diversity policy and will be expected to pay due regard to it when conducting business on the company’s behalf.

Responsibilities of Management

Ultimate responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Partners who will ensure that they and their staff operate within this policy, and that all reasonable and practical steps are taken to avoid discrimination. Each partner will ensure that:

• All staff pay due regard to the policy and the arrangements, and the reasons for the policy
• Grievances concerning discrimination are dealt with appropriately, fairly and efficiently
• Accurate records are maintained
• Staff promotions are made regardless of protected characteristics and rather, based on merit

Each office will be responsible for monitoring the operation of the policy in respect of employees and job applicants.

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 policies
• Not discriminate in their day to day activities or induce others to do so
• Not victimise, 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

Conditions of Service

Arch Henderson LLP treats all employees equally and where appropriate and necessary endeavour to provide facilities and conditions of service that take into account specific needs arising from protected characteristics.

Recruitment and Selection

Recognising the benefits of a diverse workforce, Arch Henderson LLP ensures employment opportunities are accessible to all on the basis of individual aptitude and ability.

Selection processes will not be discriminative and where appropriate, positive measures are taken to attract applicants from all sections of society and those underrepresented in the workforce.

We make no difference in pay grade or salary dependent upon gender. Salaries are paid in line with the role and responsibilities, not the gender of the employee.

Third-party harassment

Arch Henderson LLP will not tolerate discrimination against, or harassment of, its staff. Arch Henderson LLP will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

Related Policies and Arrangements

All employment policies and arrangements have a bearing on equality and diversity of opportunity. All policies will be kept under review and changes implemented as social attitudes and legislation change.

Rights of Disabled People

Arch Henderson LLP attaches importance to the needs of disabled people. Under the terms of this policy, managers are required to:

• Give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.
• Include disabled people in training/development programmes
• Make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment)

Monitoring

Arch Henderson LLP deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, monitoring is in place to measure the effectiveness of the policy and arrangements, any 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.

There are also 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 the following 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.

Grievances/Discipline

Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures. Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.