BlueSky PR recognises that discrimination and victimisation is unacceptable and that it is in the interests of BlueSky PR and its employees to utilise the skills of the total workforce. It is the aim of BlueSky PR to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
BlueSky PR is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. We believe creating an equal, diverse and inclusive culture is everyone's responsibility.
Our clients are often at the forefront of tackling global challenges of the future, which requires a truly diverse and creative approach.
Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
Our staff will not discriminate directly or indirectly, or harass clients or suppliers because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of BlueSky PR’s services.
This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Directors and Managers, who will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
HR will be responsible for monitoring the operation of the policy in respect of employees and job applicants.
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
Third-party harassment occurs where a BlueSky PR employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or suppliers. BlueSky PR will not tolerate such actions against it’s staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. BlueSky PR will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive training.
BlueSky PR deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements and where necessary action plans will be put in place to address any issues found.
Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of BlueSky PR policies and our services may have on those who experience them.
The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
Employees have a right to pursue a complaint concerning discrimination or victimisation via their Manager and/or the Directors.
Discrimination and victimisation will be treated as disciplinary offences.
The effectiveness of this policy and associated arrangements will be reviewed annually.