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DIVERSITY AND EQUALITY POLICY

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1. INTRODUCTION

Crown Power Energy Systems Ltd is committed to encouraging equality, diversity, and inclusion among our workforce and eliminating unlawful discrimination in our employment practices and service delivery. This Diversity and Equality Policy is issued by the Crown Power Legal Department, which serves as the legal division for Crown Power Energy Systems Ltd.

The aim is for our workforce to be truly representative of all sections of society, and for each employee to feel respected and able to give their best. We are also committed to providing services in a way that promotes equality of opportunity, dignity, and respect to all.

This policy has been developed in accordance with the Equality Act 2010 and reflects our commitment to equality, diversity, and inclusion as core values of our organisation.

2. PURPOSE

The purpose of this policy is to:

  • Provide equality, fairness, and respect for all in our employment and service delivery

  • Prevent unlawful discrimination on the grounds 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, and sexual orientation (referred to as protected characteristics)

  • Oppose and avoid all forms of unlawful discrimination

  • Create an environment free of bullying, harassment, victimisation, and unlawful discrimination

  • Promote dignity and respect for all

3. SCOPE

This policy applies to:

  • All employees, whether permanent, temporary, or contract

  • Job applicants and potential recruits

  • Workers supplied by agencies

  • Self-employed contractors

  • Directors and management

  • Customers, clients, and service users

  • Suppliers and third-party service providers

  • Visitors and members of the public who interact with our organisation

4. LEGAL FRAMEWORK

This policy is based on and complies with the following legislation:

  • Equality Act 2010

  • Human Rights Act 1998

  • Protection from Harassment Act 1997

  • Employment Rights Act 1996

  • Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000

  • Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002

5. OUR COMMITMENT TO EQUALITY AND DIVERSITY

Crown Power Energy Systems Ltd commits to:

5.1 Employment Practices

  • Creating an environment in which individual differences and contributions are recognised and valued

  • Providing training, development, and progression opportunities to all staff

  • Ensuring selection for employment, promotion, training, and other benefits is on the basis of aptitude and ability

  • Reviewing employment practices and procedures to ensure fairness

  • Ensuring all employees are helped and encouraged to develop their full potential

  • Making decisions concerning staff based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act)

5.2 Workplace Environment

  • Creating a working environment that promotes dignity and respect for all

  • Having zero tolerance for bullying, harassment, victimisation, and unlawful discrimination

  • Taking 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

  • Taking appropriate disciplinary action against those who breach this policy

5.3 Service Delivery

  • Providing services that are accessible to all

  • Ensuring that our services meet the diverse needs of our customers and clients

  • Regularly reviewing our service delivery to identify and address any potential discriminatory practices

  • Providing reasonable adjustments for customers with disabilities

6. ROLES AND RESPONSIBILITIES

6.1 Board of Directors

  • Demonstrating leadership in equality, diversity, and inclusion

  • Ensuring adequate resources are allocated to implement this policy

  • Reviewing equality objectives and progress regularly

6.2 Senior Management

  • Promoting awareness of this policy

  • Taking appropriate action if there are breaches of this policy

  • Ensuring that equality and diversity are embedded in strategic planning

6.3 HR Department

  • Implementing and monitoring this policy

  • Providing advice and guidance on equality matters

  • Developing and delivering equality training

  • Monitoring employment practices and procedures

  • Investigating any allegations of discrimination, harassment, or victimisation

6.4 Managers and Supervisors

  • Implementing this policy in their areas of responsibility

  • Ensuring staff understand the policy and their responsibilities

  • Taking action against inappropriate behaviour

  • Encouraging equality and diversity in their teams

  • Supporting staff experiencing discrimination or harassment

6.5 All Employees

  • Treating everyone with dignity and respect

  • Reporting incidents of discrimination, harassment, or bullying

  • Not discriminating against colleagues, customers, or others

  • Participating in equality and diversity training

  • Challenging inappropriate behaviour

7. PROTECTED CHARACTERISTICS

Crown Power Energy Systems Ltd recognises the protected characteristics defined in the Equality Act 2010 and is committed to eliminating discrimination based on:

7.1 Age

We recognise the contributions of employees of all ages and will not discriminate on the basis of age in recruitment, training, promotion, or retirement. We will base employment decisions on skills, qualifications, and experience.

7.2 Disability

We will make reasonable adjustments to accommodate the needs of employees and customers with disabilities. We will remove, or minimise, disadvantages experienced by disabled people and take steps to meet their needs where these are different from the needs of other people.

7.3 Gender Reassignment

We respect the dignity of individuals who are undergoing, have undergone, or are proposing to undergo gender reassignment. We will protect the privacy and dignity of trans individuals and support them during any transition process.

7.4 Marriage and Civil Partnership

We will not discriminate against anyone on the grounds of marriage or civil partnership status.

7.5 Pregnancy and Maternity

We will not treat a woman unfavourably because of her pregnancy, pregnancy-related illness, or maternity leave. We will ensure that pregnant employees and new mothers are not exposed to risks to their health and safety and will provide appropriate support and accommodations.

7.6 Race

We value the diversity that different racial and ethnic backgrounds bring to our organisation. We will not discriminate based on race, colour, nationality, ethnic or national origins, or caste.

7.7 Religion or Belief

We respect the religious beliefs and practices of our employees and will make reasonable accommodations to allow individuals to observe their religious obligations. We also respect the right of those who have no religious belief.

7.8 Sex

We are committed to gender equality and will not discriminate based on sex in recruitment, pay, conditions, training, or promotion.

7.9 Sexual Orientation

We respect individuals regardless of their sexual orientation and will not tolerate discrimination or harassment based on sexual orientation.

8. RECRUITMENT AND SELECTION

Our recruitment and selection procedures will be free from bias and discrimination. We will:

  • Advertise jobs widely to ensure a diverse pool of applicants

  • Use objective selection criteria

  • Ensure selection panels are diverse where possible

  • Monitor the diversity of our applicants and employees

  • Provide training on unconscious bias to those involved in recruitment

  • Consider flexible working options for all positions where feasible

  • Ensure job descriptions and person specifications are clear and free from discriminatory language

  • Make reasonable adjustments for applicants with disabilities

9. TRAINING AND DEVELOPMENT

We will ensure equality of opportunity in training and development by:

  • Providing diversity and inclusion training to all staff

  • Offering management training that includes equality and diversity

  • Ensuring training opportunities are available to all staff

  • Monitoring participation in training by protected characteristic

  • Supporting career development for underrepresented groups

  • Providing mentoring and networking opportunities

10. PAY AND BENEFITS

We are committed to equal pay for equal work and will:

  • Regularly review our pay practices to ensure there are no unjustifiable disparities

  • Conduct equal pay audits

  • Take action to address any gender or other pay gaps

  • Ensure that benefits and facilities are available to all staff

  • Offer flexible working arrangements where possible

11. BULLYING, HARASSMENT AND VICTIMISATION

11.1 Definitions

  • Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.

  • Harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

  • Victimisation is treating someone unfavourably because they have taken (or might be taking) action under the Equality Act or supporting somebody who is doing so.

11.2 Reporting and Resolution

We will:

  • Take all complaints of bullying, harassment, and victimisation seriously

  • Provide clear procedures for reporting incidents

  • Investigate complaints promptly and confidentially

  • Take appropriate disciplinary action against perpetrators

  • Support individuals who have experienced bullying, harassment, or victimisation

  • Provide training to prevent bullying and harassment

12. REASONABLE ADJUSTMENTS

We will make reasonable adjustments for disabled employees and customers by:

  • Altering working practices

  • Changing physical features of premises

  • Providing auxiliary aids and services

  • Modifying equipment

  • Allowing flexible working arrangements

  • Reassigning duties where necessary

  • Ensuring accessibility of premises and services

13. MONITORING AND REVIEW

To ensure the effectiveness of this policy, we will:

  • Collect and analyse diversity data on our workforce

  • Monitor recruitment, promotion, training, disciplinary and grievance processes

  • Conduct regular equality impact assessments

  • Review this policy annually

  • Set equality objectives and monitor progress

  • Report on diversity metrics to the Board

  • Act on findings to address any identified inequalities

14. RAISING CONCERNS AND COMPLAINTS

Anyone who believes they have been subjected to discrimination, harassment, or victimisation has the right to raise the matter through our grievance procedure. All complaints will be:

  • Treated seriously, promptly, and confidentially

  • Investigated according to our grievance and disciplinary procedures

  • Handled sensitively with support provided to all parties involved

Individuals will not be penalised for raising a complaint, even if it is not upheld, unless the complaint is found to be deliberately false or malicious.

15. BREACHES OF THIS POLICY

Breaches of this policy will be dealt with under our disciplinary procedure. Serious cases of deliberate discrimination, harassment, or victimisation may amount to gross misconduct resulting in dismissal.

16. COMMUNICATION

This policy will be:

  • Included in the employee handbook

  • Covered in induction training

  • Available on our intranet and website

  • Communicated to job applicants

  • Communicated to contractors and suppliers

  • Reviewed and updated regularly

17. CONTACT INFORMATION

For questions or concerns regarding this Diversity and Equality Policy, please contact:

HR Department
Crown Power Energy Systems Ltd
Email: ATTORNEYS@CROWNPOWERUK-LEGALS.CO.UK
Website: WWW.CROWNPOWERUK-LEGALS.CO.UK

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Crown Power Energy Systems Ltd - Company No: 16070400

VAT Registration Number: 480 0284 11

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