Individuals with different cultures, perspectives and experiences are at the heart of the way Language Pal works. We want to recruit, develop and retain the most talented people, regardless of their background and make best use of their talents. At Language Pal we are guided by our values in everything we do, and recognise that being a diverse and inclusive employer helps us .fulfil our responsibility to make a difference for patients
We seek to develop a work environment where we treat all employees as individuals, fairly and in a consistent way. We work within the spirit and the practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discrimination, should it ever arise. We will remove unnecessary barriers for our employees seeking opportunities through train- .ing and development, promotion and career planning We will continue to support our leaders, managers and employees to demonstrate the principles of diversity and inclusion in .their everyday activities, roles and functions
At Language Pal, we consider that equality means breaking down barriers, eliminating discrimination and ensuring equal opportunities and access for all groups both in employment, and to goods and services. We consider diversity to mean celebrating difference 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 Language Pal too. We acknowledge that equality and diversity are not inter-changeable but inter-dependent.
There can be no equality of opportunity if difference is not valued and harnessed.
The rights and obligations set out in this policy apply equally to all employees, whether part time or full time on a substantive or fixed-term contract, and also to associated persons such as agency staff, contractors and others employed under a contract of service. You have personal responsibility for the application of this policy. As part of your employee induction, you are expected to read and familiarise yourself with this policy, ensure that this policy is properly observed and fully complied with and to complete the declaration below. This policy is also of particular relevance to directors, line managers and other employees concerned with recruitment, training and promotion procedures and employment decisions which affect others.
Every employee is entitled to a working environment that promotes dignity, equality and respect for all. Language Pal will not tolerate any acts of unlawful or unfair discrimination (including harassment) committed against an employee, contractor, job applicant or visitor because of a protected characteristic
Discrimination on the basis of work pattern (part-time working, fixed term contract, flexible working) which is unjustifiable will also not be tolerated.
All employees will be encouraged to develop their skills and fulfil their potential and to take advantage of training, development and progression opportunities in Language Pal. Selection for employment, promotion, training, or any other benefit will be on the basis of aptitude and ability
No form of intimidation, bullying or harassment will be tolerated. If you believe that you may have suffered discrimination because of any of the above protected characteristics, you should consider the appropriateness and feasibility of attempted informal resolution by discussion in the first instance with your line manager or another colleague in a relevant position of seniority. You may decide in the alternative to raise the matter through Language Pal's Harassment Policy or Grievance Policy. For types of discrimination see the Annex to this policy.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the appropriate procedure. Language Pal will ensure that individuals who make such allegations in good faith will not be victimised or treated less favourably by Language Pal as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under Language Pal's Discipline Policy.
A person found to have breached this policy may be subject to disciplinary action under Language Pal’s Discipline Policy.
Employees may also be personally liable for any acts of discrimination prohibited by this policy that they commit, meaning that they can be sued by the victim.
This policy applies to all conduct in the workplace and also to conduct outside of the workplace that is related to your work (e.g. at meetings, social events and social interactions with colleagues) or which may impact on Language Pal’s reputation (e.g. the expression of views on social media, contrary to the commitments expressed in this policy, that could be linked to Language Pal).
I have read and understood Language Pal's Equality and Diversity Policy and agree to work to the expected standards. Regardless of my background and circumstances, I agree to treat all colleagues and visitors with respect and dignity while carrying out the duties and responsibilities of my role at Language Pal.
There are various types of discrimination prohibited by this policy. The main types are
The complaint you received includes the contact information of the reporter. You may want to reach out and ask them to retract their notice. The reporter can send retractions to firstname.lastname@example.org and should include: (1) identification of the material that was disabled, and (2) a statement that the reporter would like to retract their notice. This is the fastest and most efficient means of resolving an unresolved copyright complaint. A retraction is at the sole discretion of the original reporter.
To submit a counter-notice, you will need to provide us with the following information:
Direct discrimination occurs where one person is treated less favourably than another because of a protected characteristic set out in this policy. By way of example, refusing to promote a pregnant employee on the basis that she is shortly due to go on maternity leave would be direct discrimination on the protected characteristic of the employee's sex. Other types of direct discrimination are:
Associative discrimination - this is direct discrimination against someone because they associate with another person who possesses a protected characteristic. For example, an employee is discriminated against because his/her son is disabled.
Perceptive discrimination - this is direct discrimination against an individual because others think they possess a particular protected characteristic. For example, where co-workers believe the individual is Muslim.
It applies even if the person does not actually possess that characteristic.
Indirect discrimination occurs when an unjustifiable requirement or condition is applied, which appears to be the same for all, but which has a disproportionate, adverse effect on one group of people. This is discrimination even though there was no intention to discriminate. For example, a requirement for UK based qualifications could disadvantage applicants who have obtained their qualifications outside of the UK; this could amount to indirect discrimination on the grounds of race.
Victimisation is where an employee is treated less favourably than others because they have asserted legal rights against Language Pal or assisted a colleague in doing so. For example, victimisation may occur where an employee has raised a genuine grievance against Language Pal and is demoted as a result.
Harassment is “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.” It is important to remember that it is not the intention of the harasser but how the recipient perceives their behaviour, which determines whether harassment has occurred. Please see Language Pal's Harassment Policy, for further details of how Language Pal will deal with bullying and harassment.