Mykor Ltd 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 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 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

the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights

and responsibilities under the equality, diversity and inclusion policy. Responsibilities

include staff conducting themselves to help the organisation provide equal opportunities in

employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of

bullying, harassment, victimisation and unlawful discrimination, in the course of their

employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful

discrimination by fellow employees, customers, suppliers, visitors, the public and any others

in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or

disciplinary procedures, and appropriate action will be taken. Particularly serious

complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a

criminal matter, such as in sexual assault allegations. In addition, 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.

4. 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.

5. Make decisions concerning staff being based on merit (apart from in any necessary and

limited exemptions and exceptions allowed under the Equality Act).

6. 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.

7. 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.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and

any supporting action plan, are working in practice, reviewing them annually, and

considering and taking action 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.