Equality, Diversity and Inclusion Policy

 

 

SimPatiCo UK Ltd is committed to encouraging equality, diversity and inclusion and eliminating unlawfuldiscrimination, both within our team and the roleplayers who work with us.

 

Our aim is for each and for every person who works with us to feel respected and able to give their best, and for our roleplayers to be truly representative of all sections of society. SimPatiCo Uk Ltd is also committed toeliminating unlawful discrimination of third parties and the clients we serve.

 

Our policy’s purpose

 

1. Provide equality, fairness and respect for all in our employment, whether permanent or temporary, full-time or part-time, as well as in all our freelance contracts and Terms of Engagement.

 

1. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

2. age

3. disability

4. gender reassignment

   • marriage and civil partnership

   • pregnancy and maternity

5. race (including colour, nationality, and ethnic or national origin)

6. religion or belief

7. sex

8. sexual orientation

 

1. Oppose and avoid all forms of unlawful discrimination. This includes in:

   • pay and benefits

2. terms and conditions of employment

3. dealing with grievances and discipline

4. dismissal

5. redundancy

6. leave for parents

7. requests for flexible working

   • selection for employment, promotion, training or other developmental opportunities

 

Our commitments

1. Encourage equality, diversity and inclusion in our own workplace and that of the clients whereour roleplayers work.

 

1. Create an online and offline working environment free of bullying, harassment, victimisation and unlawfuldiscrimination, promoting dignity and respect for all, and where individual

 

differences and the contributions of all of our team and contractors are recognised and valued. We treat everybody with dignity and respect and have a zero-tolerance approach towards discrimination, harassment or bullying. All concerns raised by our roleplayers and team will be taken seriously,including biphobic, homophobic and transphobic discrimination.

 

This commitment includes training our team about their rights and responsibilities under the equality, diversityand inclusion policy. All team members will help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All team members shouldunderstand that they, as well as their employer, can be held liable for acts of bullying, harassment,victimisation and unlawful discrimination, in the course of their employment, against fellow employees, contractors, clients and the public.

 

1. Promote a safe environment where all of our team and roleplayers can be open about their identity, are able to self-identify and to express their preferences. We recognise that everyone has a preferred way ofdescribing themselves, and we hope that all our roleplayers, clients, and others with whom we engage willlet us know how to refer to them in our communications. We will strive to use the correct pronouns andpreferred title and will not make assumptions about gender identity when we talk over the phone or meetin person. We recognise that terminology regarding trans people is evolving and work to encourageopenness so that we can arrange appropriate support and training for our roleplayers where required.

 

1. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination byfellow employees, contractors, suppliers, clients, the public and any others in the course of the organisation’swork activities. If the complaint relates to an employee of Simpatico UK Ltd, such acts will be dealt with asmisconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal withoutnotice.

 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is acriminal offence.

 

1. Make opportunities for training, development and progress available to all staff and contractors, who willbe helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation and our clients. This includes running a half-day orfull-day training course for roleplayers over the next two years.

 

1. Make decisions concerning staff and contractors based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

 

1. Review employment and contractual practices and procedures, including our Terms of Engagement for Roleplayers, to ensure fairness, updating them and this policy when required to takeaccount of changes in guidance and legislation.

 

1. Monitor the make-up of our team and roleplayers regarding information such as age, sex, ethnicbackground, sexual orientation, religion or belief, and disability with the aim of encouraging equality, diversity and inclusion in order to meet the aims and commitments set out in this equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and anysupporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. This equality, diversity and inclusion policy is fully supported by the director of the organisation.

 

Our disciplinary and grievance procedures

 

Details of SimPatiCo UK Ltd grievance and disciplinary policies and procedures can be found in theemployee handbook. This includes with whom an employee should raise a grievance – usually their line manager. Use of the organisation’s grievance or disciplinary procedures does not affect an

employee’s right to make a claim to an employment tribunal within three months of the alleged

discrimination.