Anti-discrimination policy
Redford Caravan Park’s anti-discrimination policy explains how we prevent discrimination and protect our employees, customers and stakeholders from offensive and harmful behaviours. This policy supports our overall commitment to create a safe and happy workplace for everyone.
Our company complies with all anti-discrimination laws including the Equality Act 2010. We explicitly prohibit offensive behaviour (e.g. derogatory comments towards colleagues of a specific gender or ethnicity.)
Scope
This policy applies to all employees, contractors, visitors, customers and stakeholders.
Policy elements
Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:
- Age
- Religion
- Ethnicity / nationality
- Disability / medical history
- Marriage / civil partnership
- Pregnancy / maternity/ paternity
- Gender identity / sexual orientation
Discrimination and harassment
Our anti-discrimination and anti-bullying and anti-harassment policies go hand-in-hand. We will not tolerate any kind of discrimination that creates a hostile and unpleasant environment for employees, customers or third party contactors.
This is not an exhaustive list, but here are some instances that we consider discrimination:
- Hiring managers disproportionately disqualifying male or female job candidates on purpose.
- Bypassing team members with specific protected characteristics (g. race) for promotion without being able to formally prove (e.g. with documentation) the reasons other employees were selected instead.
- Employees making sexist comments.
- Employees sending emails disparaging someone’s ethnic origin.
Employees who harass their colleagues will go through our disciplinary process and we may reprimand, demote or terminate them, depending on the severity of their offence.
We recognize that sometimes discrimination is unintentional, as we may all have unconscious biases that could be difficult to identify and overcome. In a case where we conclude that an employee unconsciously discriminates, we will support them through training, but, if this person shows unwillingness to change their behaviour, we may demote or terminate them.
We will not be lenient in cases of assault, sexual harassment or workplace violence, whether physical or psychological. We will organise training on diversity, communication and conflict management to improve collaboration among employees of different backgrounds.
What to do in cases of discrimination
If you are the victim of discriminatory behaviour (or if you suspect that others are being discriminated against), please report this as soon as possible. Redford Caravan Park is responsible for hearing your claim, investigating the issue and determining punishment.
Punishment for discriminatory behaviour depends on the severity of the offence. For example, inadvertently offending someone might warrant a reprimand. Conversely, wilfully bypassing employees for promotion because of a protected characteristic will result in termination.
We will investigate all claims discreetly. We will never disclose who made a complaint to anyone or give out information that may help others identify that person.
We should all strive to prevent and address discrimination. Be aware of your implicit biases and speak up whenever you or your colleagues are discriminated against. If you have any ideas on how we can ensure fairness and equality in our workplace, we are happy to hear them.