Architecture Social Club

Diversity Policy

 

 Diversity & Inclusion Policy

 

Architecture Social Club (ASC) 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. 

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 or 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:

  • 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 

ASC 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 the contributions of all staff are recognised and valued.

3. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

4. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

5. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

6. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.