FACT Worldwide considers diversity to mean celebrating differences and valuing everyone.
Each person is an individual with visible and non-visible differences, and by respecting this everyone can feel valued for their contributions, which is beneficial not only for the individual but for FACT too.
FACT aims to promote a culture of diversity and inclusion. Individuals with different cultures, perspectives, and experiences are at the heart of the way we work. We want to recruit, develop, and retain talented people, regardless of their socio-economic background, gender, race, disability, age, sex, sexual orientation, religion or belief, marriage and civil partnership, and pregnancy, and make the best use of their skills.
At FACT, we are guided by our values in everything we do and recognise that being a diverse and inclusive employer is a vital part of who we are.
We seek to develop a work environment where we treat all employees as individuals, fairly and in a consistent way. This general policy statement provides a commitment and intent to comply with The Equality Act 2010 by promoting a culture of respect and actively challenging discrimination should it ever arise.
- Encourage equality, diversity, and inclusion in the workplace.
- Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination.
- All employees will be encouraged to develop their skills, fulfil their potential, and take advantage of training, development, and progression opportunities. Selection for employment, promotion, training, or any other benefit will be based on aptitude and ability.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public, and any others during the organisation’s work activities.
- Such acts will be dealt with as misconduct under the organisation’s grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
- Review employment practices and procedures when necessary to ensure fairness and update them and/or the policy to take account of changes in the law.
- Monitor the make-up of the workforce 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.