As an employer, it is Cordius policy to treat all employees and job applicants equally and fairly and not to discriminate unlawfully against them. This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, selection for redundancies, work allocation and any other employment-related activities.
Cordius values a diverse workforce and the contribution each individual makes. We are committed to promoting inclusivity, equality and diversity in our policies, practices and procedures.
This policy applies to how we deal with its people, as well as others engaged with Cordius including, for example, clients, job applicants and third parties.
Cordius believes in treating everyone equally and with the same attention, courtesy and respect regardless of their age, disability, gender, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex and sexual orientation. These will be referred to in this policy as the “protected characteristics”.
Regulation and Legislation
In developing and implementing our anti-discrimination policy, Cordius is committed to complying with principles and a code of conduct referring to equality and diversity (with all applicable anti-discrimination legislation) and associated codes of practice, including the Equality Act 2010.
Forms of discrimination
Discrimination can take a variety of forms including direct discrimination, indirect discrimination, harassment, victimisation and, for those with a disability, discrimination arising from disability by a failure to make reasonable adjustments.
Recruitment and selection
Cordius recognises the benefits of having a diverse workforce and will take steps to ensure that:
- it endeavours to recruit from the widest pool of suitably qualified candidates as possible
- employment opportunities are open and accessible to all on the basis of ability, skills, experience, appropriate qualifications and aptitude for the job
- all parties acting for Cordius align with our equality and diversity requirements and their own requirement not to unlawfully discriminate.
Terms and conditions of work
It is Cordius’ policy to treat its people equally, to create a working environment which is free from unlawful discrimination and which respects, where possible, the diverse backgrounds and beliefs of Directors and employees.
Working arrangements such as working hours, maternity and other leave arrangements, performance review systems and any other conditions of employment will not unlawfully discriminate against any employee in a way that cannot be justified on the basis of the protected characteristics.
Where appropriate, Cordius will endeavour to provide appropriate facilities and working arrangements which take into account the specific needs of employees which arise from their having any of, or being associated with, the protected characteristics.
Promotion and career development
Promotions within Cordius are made without reference to any of the protected characteristics and will be based solely on merit.
The selection criteria and processes for recruitment and promotion will be kept under review to ensure that there is no unlawful discriminatory impact on any particular group which cannot be justified.
While positive action measures may be taken in accordance with the relevant anti-discrimination legislation to encourage under-represented groups to apply for promotion opportunities, recruitment or promotion to all jobs will be based solely on merit.
All employees will have equal access to training and other career development opportunities appropriate to their experience and abilities. Cordius may take appropriate positive action (as permitted by the anti-discrimination legislation) to provide special training and support for groups which are under-represented in the workforce and encourage them to take up training and career development opportunities.
It is expected that everyone at Cordius will conduct themselves in an appropriate manner, which can be characterised by:
- treating others with dignity, trust and respect
- having an awareness of the effects our behaviour may have on others
- working collaboratively to achieve objectives
- communicating openly and honestly, clearly stating what we mean and what we expect of others
- giving and receiving constructive feedback as part of normal day-to-day activities, that is evidence based and delivered appropriately
- starting from the assumption that everyone is working to the best of their abilities, taking account of the current stage of their professional development.
Unacceptable behaviour (including bullying, harassment and victimisation) may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort. Unacceptable behaviour does not have to be face-to-face, any may take many forms such as written, telephone or email communications or through social media. Unacceptable behaviour will be dealt with under the processes set out in our Anti-harassment and bullying policy.
All Directors and line managers are expected to set an appropriate standard of behaviour, led by example, and ensure that those they manage adhere to the policy and promote our aims and objectives in relation to equal opportunity, diversity and inclusion.
Promoting and communicating equality and diversity
This policy is published on the Cordius SharePoint and is also available to job applicants on the Cordius website. In addition, diversity, inclusion and equality training is provided on a regular basis.
All those who act on Cordius’ behalf will be informed of this policy and will be expected to comply with it.
In all its dealings, with clients and other third parties, Cordius will seek to promote the principles of diversity, inclusion and equality.
Cordius will make every effort to reflect its commitment to diversity, inclusion and equality in its marketing and communication activities where appropriate.
Responsibility and implementation
The Managing Director, supported by the Commercial Director, has overall responsibly for the effective implementation and operation of this policy. The other directors are expected to support them in this.
All Directors and employees of Cordius are expected to pay due regard to the provisions of this policy and should ensure compliance with it when undertaking their jobs or representing the company.
Acts of unlawful discrimination by Directors, employees or others may result in disciplinary action, which in serious cases could result in summary dismissal. Please see our Disciplinary Procedure for more information. Failure to comply with this policy will be treated in a similar fashion.
Acts of unlawful discrimination by those acting on behalf of Cordius will lead to appropriate action, which may include termination of services where appropriate.
Complaints of discrimination
Cordius will investigate all complaints of unlawful discrimination made by Directors, employees, clients or other third parties in relation to Cordius and take action where appropriate. All complaints will be investigated in accordance with the Cordius grievance or complaints procedure and the complainant will be informed of the outcome.
There will be no victimisation or retaliation against employees who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under the Cordius disciplinary procedure.