Why have an equal opportunity and diversity policy?

This policy confirms that LAVAT Consulting Limited remains firmly committed to providing fair and equal opportunities for all and to valuing the diversity of its clients, staff, associates and suppliers. We strive to ensure the benefits of this diversity are fully realised and that people are openly encouraged to share their different perspectives and experiences for the benefit of all.

We seek to provide a service and working environment where everyone, whether client or member of staff, will be treated fairly and given equal opportunity. This will be regardless of race, colour, nationality, ethnic or national origin, gender, sexual orientation, marital status, disability, religion or belief, age, education, because they work part-time, or that they are disadvantaged by conditions or requirements which cannot be shown to be justified.

We value diversity and believe that diversity of background brings a variety of ideas, perspectives and experiences that will create a productive work environment in which talents are fully utilised and our objectives are met.

Who is responsible for equal opportunities and valuing diversity?

We all are.

The responsibility of each individual

Everyone should constantly be aware of the need to ensure that their attitude towards others carries no trace of unfair discrimination affecting their working relationships, behaviour or judgement. We should all keep an open mind so we can learn from others and their differences, however divergent these might be from what we are used to. Habit or lack of thought is no excuse.

The directors’ responsibilities

The directors are responsible for ensuring that there is no unfair discrimination or prejudice, whether deliberate or unconscious, of any kind. Discrimination is a serious matter and if a director knows or suspects a member of their team is acting in a discriminatory way or that any of the organisations policies or practices discriminate unfairly, they should take the appropriate action.

The directors are also responsible for seeking to ensure that the diversity of the staff and associates reflects the diversity of our client’s staff and the wider community.

• The directors are responsible for reviewing the firm’s policy and procedure, making necessary changes and ensuring their implementation.

• The directors are responsible for giving advice to members of staff as necessary and for dealing with queries and suggestions.

What should you do if you have a complaint?

If you consider you have been treated unfairly or discriminated against, you should raise it with a director at the earliest opportunity.

If after taking up a complaint with a partner, you remain dissatisfied with the way the complaint has been handled, you can refer the case to the Equal Opportunities Commission or the Commission for Racial Equality and/or take the complaint to an Employment Tribunal.

What action has LAVAT taken to implement this policy?

We strive to create a hospitable workplace. Our employment policies are designed to accommodate staff who wish to work part-time or vary their work pattern to accommodate personal circumstances. All staff receive the same employment entitlements and benefits.

We are constantly aware of cultural differences and biases. We consistently monitor our policies and procedures – eliminating areas of bias or discrimination. We acknowledge that people have different working styles and we strive to provide flexible working arrangements that accommodate people’s differing needs.

“Harnessing diversity differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are met.”

Kandola and Fullerton (1998)