Broxbourne Veterinary Centre 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 all sections of society and our customers, and for each employee to feel respected and able to give their best.
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

The organisation 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 contributions of all staff are recognised and valued.
   
   • This commitment includes training managers and employees about their rights and responsibilities under this policy.
   • All staff must conduct themselves to help the organisation provide equal opportunities in employment and prevent bullying, harassment, victimisation, and unlawful discrimination.
   • Employees and the employer can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination against fellow employees, customers, suppliers, and the public.
3. Take seriously complaints of bullying, harassment, victimisation, and unlawful discrimination by employees, customers, suppliers, visitors, or the public.
   
   • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures.
   • Serious complaints could result in gross misconduct and dismissal without notice.
   • Sexual harassment may be both an employment rights matter and a criminal matter, such as in sexual assault allegations.
   • Harassment under the Protection from Harassment Act 1997 – not limited to protected characteristics – is a criminal offence.
4. Make opportunities for training, development, and progress available to all staff, encouraging them to reach their full potential and maximise their talents for organisational efficiency.
5. Base decisions concerning staff on merit, apart from in any necessary exemptions allowed under the Equality Act.
6. Review employment practices and procedures as needed to ensure fairness, and update them to comply with changes in the law.
7. Monitor the workforce makeup regarding age, sex, ethnic background, sexual orientation, religion or belief, and disability.
   
   • Monitoring will assess how the equality, diversity, and inclusion policy works in practice.
   • This policy and supporting actions will be reviewed annually, and appropriate actions will be taken 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 trade unions and/or employee representatives.

Our Disciplinary and Grievance Procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found at Broxbourne Veterinary Centre Terms and Conditions.
This includes information about with whom an employee should raise a grievance – usually their line manager.
Using the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.