We are committed to equality in every aspect of our employment practices. That is the best foundation for maximizing the potential of everyone working for the company. We also believe in the value of diversity and that employees from different backgrounds and cultural traditions can only add value to our business and to the experience of everyone working at T&H.
We are proud that employees from many different countries and backgrounds have made a significant contribution to T&H. We will continue to encourage diversity in our workforce.
Our Equal Opportunities & Diversity Policy applies to everyone working for us, with us or on our behalf in any capacity, including employees, directors, freelancers, agency workers, interns, work-experience students, agents, contractors and external consultants.
We oppose any form of discrimination on any of the following grounds (protected characteristics):
- Age;
- Disability;
- Sex;
- Sexual orientation;
- Gender reassignment;
- Marital/civil partnership status;
- Pregnancy/Maternity;
- Race, colour, nationality, ethnic or national origin;
- Religion or belief;
- Trade union membership (or lack of it); and/or
- Association with any of the above.
Equality and diversity is not just a matter for the company and its directors and managers. Each and every one of us is responsible for maintaining and supporting the spirit of equality and diversity at T&H.
We are committed to the promotion of equal opportunities and to ensure that the human resources, talent and skills of all of our employees are maximized. It our policy to treat everyone working for or associated with T&H with respect and dignity, and to ensure that they are not discriminated against.
We seek to fulfil our commitment to equal opportunities and diversity through the application of policies and procedures that are consistent and equitable and which recognize the expertise and ability of each individual.
Our Equal Opportunities & Diversity Policy applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures and termination of employment.
What is discrimination?
Discrimination by or against an employee is generally prohibited unless there is a specific legal exemption. Discrimination may be direct or indirect and it may occur intentionally or unintentionally.
It is unlawful to discriminate directly or indirectly in recruitment or employment on the basis of the protected characteristics listed above.
Employees must not unlawfully discriminate against other people, including current and former employees, job applicants, authors and other contributors to our books and products, publisher clients, museum partners, customers, suppliers, visitors and other work-related contacts. This applies in the workplace, outside the workplace and on work-related trips or events including social events.
The following forms of discrimination are prohibited under our policy and are unlawful:
(a) Direct discrimination: occurs where someone is treated less favourably because of one or more of the protected characteristics set out above. For example, rejecting an applicant because of their race or because they might be gay.
(b) Indirect discrimination: occurs where someone is disadvantaged by an unjustified provision, criterion or practice that applies to everyone, but that adversely affects people with a protected characteristic and puts them at a particular disadvantage.
(c) Harassment: is unwanted conduct related to a protected characteristic that has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with in our Dignity at Work (Anti-Bullying & Harassment) Policy.
(d) Victimization: is less favourable treatment of or retaliation against someone who has complained or given information about discrimination, harassment or bullying or supported someone else’s complaint about such matters.
How we apply this policy
Measures we take include:
- All of our terms and conditions of employment and related benefits will not differentiate between employees because of protected characteristics;
- We will assess all applicants for employment and all employees applying for alternative positions or promotion within the company according to merit, their skills, experience and ability to do the job and business needs only;
- Job advertisements will be non-discriminatory and applicants will not be disadvantaged by requirements that are not essential for the job;
- Where an applicant, worker or employee has a disability, appropriate consideration will be given as to whether reasonable adjustments can be made to enable them to carry out their work;
- Recruitment procedures will be reviewed regularly to ensure that individuals are considered according to their relevant merits and abilities and that sufficiently diverse sectors of the community are reached;
- Shortlisting of applicants will be done by more than one person wherever possible to ensure compliance with this policy;
- Encouraging our employees to learn and develop within the Company. Training and development opportunities will be based on the job requirements and the individual’s development needs only and not on any other factors; and
- Making promotion decisions on the basis of merit and business need alone.
Equal opportunities and diversity training
We will ensure that our directors and managers receive equal opportunities and diversity guidance and training. The aim of this training is to develop equal opportunities and diversity awareness and to provide information, skills and advice to ensure the effective implementation of this policy. We will review this policy regularly to make sure it is fit for purpose and supports our aims of equality and diversity throughout T&H.
Disability discrimination
Disability discrimination includes direct and indirect discrimination and any unjustified less-favourable treatment because of the effects of a disability as well as the failure of an employer to make reasonable adjustments to alleviate disadvantages caused by a disability.
If you are disabled, or become disabled in the course of your employment with us, you are encouraged to tell us about your condition. This will help us support you as much as possible and enable us to consider what reasonable adjustments may be appropriate to help you do your job. You may also wish to advise your Line Manager, Head of Department and our Head of HR of any reasonable adjustments to your working conditions or the duties of your employment that you consider may be necessary or would assist you in the performance of your role.
We may wish to consult with you, with your medical adviser(s), and with an occupational health practitioner about possible reasonable adjustments. Careful consideration will be given to any proposals. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments. If so, we will provide you with full details of our reasons not to make any adjustments.
Complaints
It is important that anyone who feels that they have been subjected to harassment, victimization or discrimination comes forward to complain.
If you believe that you have been subjected to harassment, victimization or discrimination, either directly or indirectly, you are encouraged to raise the matter through our Grievance Procedure or speak to your Line Manager, Head of Department or our Head of HR.
or speak to your Line Manager, Head of Department or our Head of HR.
Complaints will be treated seriously and will be dealt with sympathetically. Confidentiality will be respected as far as possible and complaints investigated as appropriate. If you make a complaint in good faith, you will not be victimized or treated less favourably as a result. However, false allegations that are found to have been made deliberately and in bad faith may be dealt with under our Disciplinary Procedure. If, after investigation, you are proven to have acted in breach of this policy, you may be subject to disciplinary action under our Disciplinary Procedure. In serious cases, discriminatory behaviour may constitute gross misconduct and may result in summary dismissal.
If you have a question on any aspect of our Equal Opportunities & Equality Policy please ask our Head of HR.
Last updated: 07/03/19
