Our mission is to Make Work Better; we are committed to investing in and supporting diversity, equity and inclusion within our organisation and eliminating unlawful discrimination.Our aim is to be truly representative of all groups within society, and for every team member to feel that they belong, are given every opportunity to thrive, and are respected fully for their opinions.This policy lays out more of the legalities, but for information tailored specifically to Charlie and what we're doing please read our DE&I strategy.

This policy’s purpose is to:

• provide equality, fairness and respect for everyone in our team, whether temporary, part-time or full-time
• 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 and sexual orientation
• 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, and selection for employment, promotion, training or other developmental opportunities

Charlie is committed to:

• Investing in and supporting diversity, equity and inclusion throughout our organisation
• Creating 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 team members are recognised and valued
• Ensuring that all team members understand they, as well as Charlie, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against other team members, customers, suppliers and the public
• Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow team members, customers, suppliers, the public and any others in the course of the organisation’s work activities
• Dealing with the above acts as misconduct under Charlie’s grievance and/or disciplinary procedures
  • Details of Charlie’s grievance and disciplinary policies and procedures can be found in our handbook, and use of them does not affect a team member's right to make a claim to an employment tribunal within three months of the alleged discrimination
  • Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice, and sexual harassment may amount to both an employment rights matter and a criminal matter
  • Harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
• Making any decisions concerning team members on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
• Reviewing employment practices and procedures when necessary to ensure fairness, and also updating them and the policy to take account of changes in the law
• Monitoring and reporting on certain diversity attributes of the team with the the aim of achieving our commitments set out in our Diversity, Equity and Inclusion strategy
• Reviewing our Diversity, Equity and Inclusion strategy bi-annually and setting new goals to take action in addressing any issues