Coleman Parkes is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of society and our customers, and for each employee to feel respected and able to give their best. As a leading quantitative and qualitative research agency we are focused on ensuring that our team and work reflect our client’s broad and niche audiences

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

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

· age

· disability

· gender reassignment

· marriage and civil partnership

· pregnancy and maternity

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

· religion or belief

· sex

· sexual orientation

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

· pay and benefits

· terms and conditions of employment

· dealing with grievances and discipline

· dismissal

· redundancy

· leave for parents

· requests for flexible working

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

Our commitments

Coleman Parkes commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training all our employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination – in line with our values.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Acts of misconduct – by anyone in relation to Coleman Parkes - are dealt with under the companies' grievance or disciplinary procedures. Additional action involving outside council will be taken if needed.

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 Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all our staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Our team is the most important resource in our business, and we aim to encourage long last employee relationships through regular open feedback and dialogue to ensure we provide the necessary environment and support for our team to feel safe supported in their professional path.

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

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. 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.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employee representatives.