Diversity and Inclusion Policy

Study Oraculi Limited, hereby known as  ‘the company’ are proud to be known as an equal opportunity employer, creating an inclusive environment in which we are committed to equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination.

The aim of this policy is to ensure that no person receives less favourable treatment or is

excluded on the grounds of age, disability, gender reassignment, marriage and civil

partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is

disadvantaged by conditions or requirements which cannot be shown to be relevant to

performance. It seeks also to ensure that no person is victimised or subjected to any form

of bullying or harassment.

The terms equality, inclusion, diversity and equity are at the heart of this policy. ‘Equality’

means ensuring everyone has the same opportunities to fulfil their potential free from

discrimination. ‘Inclusion’ means ensuring everyone feels comfortable to be themselves at

work and feels the worth of their contribution. ‘Diversity’ means the celebration of

individual differences amongst the workforce. ‘Equity’ means recognising barriers and

that some groups are more advantaged than others, and putting measures in place to

eliminate these barriers, ensuring equal opportunities for all. We will actively support and

embrace diversity, equity and inclusion to ensure that our workforce is valued and treated

with dignity and respect. We want to encourage everyone in our business and those we

work with to reach their full potential.

We value people as individuals with diverse opinions, cultures, lifestyles and

circumstances. This policy covers all employees, officers, consultants, contractors,

volunteers, casual workers and agency workers and it applies to all areas of employment

including recruitment, selection, training, deployment, career development, and

promotion. These areas are monitored, and policies and practices are amended if

necessary to ensure that no unfair or unlawful discrimination, intentional, unintentional,

direct or indirect, overt or latent exists.

All managers must set an appropriate standard of behaviour, leading by example and

ensuring that those they manage adhere to the policy and promote our aims and

objectives regarding equal opportunities. Managers and all workers will be given

appropriate training on equal opportunities awareness and equal opportunities

recruitment and selection best practice as appropriate.

The Managing Director has particular responsibility for ensuring the implementation and

monitoring of the Equality and Diversity Policy and, as part of this process, all personnel

policies and procedures are administered with the objective of promoting equality of

opportunity and eliminating unfair or unlawful discrimination.

All employees, workers or self-employed contractors whether part time, full time or

temporary, will be treated fairly and with respect. Selection for employment, promotion,

training, or any other benefit will be on the basis of aptitude and ability or needs of the

job. All employees will be helped and encouraged to develop their full potential and the

talents and resources of the workforce will be fully utilised to maximise the efficiency of

the Company.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of

all individuals in our Company as it seeks to develop the skills and abilities of its people.

While specific responsibility for eliminating discrimination and providing equality of

opportunity lies with managers, individuals at all levels have a responsibility to treat

others with dignity and respect. The personal commitment of everyone to this policy and

application of its principles are essential to eliminate discrimination and provide equality

and equity throughout the Company.

Staff are invited to comment on this policy and suggest ways in which it might be

improved by contacting Alan Campbell at alan@studyoracili.co.uk 

Breaches of this policy will be dealt with in accordance with our Disciplinary Procedure.

Serious breaches may amount to gross misconduct resulting in dismissal without notice.

If you believe that you have suffered discrimination you can raise the matter informally in

the first instance with a manager or through our Grievance Procedure.

Our commitment as an employer

Study Oraculi Ltd is committed to:

• creating an environment in which individual differences and the contributions of

our staff are recognised and valued

• everyone is entitled to a working environment that promotes dignity and respect

to all. No form of intimidation, bullying or harassment will be tolerated

• providing training, development and progression opportunities to all staff

• understanding equality and inclusion in the workplace is good management

practice and makes sound business sense

• reviewing all our employment practices and procedures to ensure fairness and

inclusion for all

• taking steps to ensure equity amongst our workforce such as ensuring that our

vacancies are advertised to a diverse range of potential candidates and, where

relevant, to particular groups that have been identified as disadvantaged or

underrepresented in our Company, taking positive action to recruit disabled people

and ensuring there are no unlawful barriers to accessing our employment

opportunities, training, progression opportunities, benefits and facilities

• diversity in our workforce will be regularly monitored to ensure equal

opportunities throughout the Company. Where appropriate, measures will be

taken to identify and remove unnecessary obstacles and to meet the special needs

of disadvantaged or underrepresented groups

• monitoring and reviewing this policy annually.

Our commitment as a service provider

Study Oraculi Ltd is committed to:

• providing services to which all clients are entitled regardless of age, disability,

gender reassignment, marriage and civil partnership, pregnancy or maternity,

race, religion or belief, sex or sexual orientation

• making sure our services are delivered equally and meet the diverse needs of our

service users and clients

• taking steps to ensure equity amongst our clients and service users such as

removing any unlawful obstacles to accessing our services or facilities. Where

appropriate, measures will be taken to identify and remove unnecessary barriers

and to meet the special needs of disadvantaged or underrepresented groups

• fully support of this policy by senior management and with employee

representatives, if applicable

• monitoring and reviewing this policy annually

• having clear procedures that enable our clients, candidates for jobs and

employees to raise a grievance or make a complaint if they feel they have been

unfairly treated.

Age

We will:

• ensure that people of all ages are treated with respect and dignity

• ensure that people are given equal access to our employment, training,

development and promotion opportunities and

• challenge discriminatory assumptions about younger and older people.

Disability

We will:

• provide any reasonable adjustments to ensure disabled people have access to our

services and employment opportunities. If we feel that a particular adjustment

would not be reasonable, we will discuss this with you and try to find an alternative

solution where possible

• challenge discriminatory assumptions about disabled people and

• seek to continue to improve access to information by ensuring availability of loop

systems, braille facilities, alternative formatting and sign language interpretation

• If you are disabled or become disabled, we encourage you to tell us about your

condition so that we can support you as appropriate

• We will keep the physical features of our premises under review to consider

whether they might place anyone with a disability at a substantial disadvantage.

Where necessary, we will take reasonable steps to improve access.

Race

We will:

• challenge racism wherever it occurs

• respond swiftly and sensitively to racist incidents and

• actively promote race equality and inclusion in the Company

• take positive action to redress the negative effects of discrimination against

everyone

• offer equal access for everyone to representation, services, employment, training

and pay and encourage other organisations to do the same.

Gender

We will:

• challenge discriminatory assumptions about gender

• take positive action to redress the negative effects of discrimination against

everyone

• offer equal access for everyone to representation, services, employment, training

and pay and encourage other organisations to do the same and

• provide support to prevent discrimination against transgender people who have

or who are about to undergo gender reassignment.

Sexual orientation

We will:

• ensure that we take account of the needs of everyone, including the LGBTQ+

communities

• promote positive images of the LGBTQ+ communities

• challenge discriminatory assumptions about the LGBTQ+ communities

• take positive action to redress the negative effects of discrimination against

everyone and

• offer equal access for everyone to representation, services, employment, training

and pay and encourage other organisations to do the same.

Religion or belief

We will:

• ensure that employees’ religion or beliefs and related observances are respected

and accommodated wherever possible and

• respect people’s beliefs where the expression of those beliefs does not impinge on

the legitimate rights of others.

Pregnancy or maternity

We will:

• ensure that people are treated with respect and dignity during pregnancy or

maternity leave

• challenge discriminatory assumptions about pregnancy or maternity and

• ensure that no individual is disadvantaged during pregnancy or maternity leave

and that we take account of the needs of our employees’ during pregnancy or

maternity leave.

Marriage or civil partnership

We will:

• ensure that people are treated with respect and dignity regardless of marriage or

civil partnership status

• challenge discriminatory assumptions about the marriage or civil partnership of

our employees and

• ensure that no individual is disadvantaged as a result of their marriage or civil

partnership status.

Part time and fixed term work

Part time and fixed term staff will be treated the same as comparable full time or

permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis

where appropriate), unless different treatment is justified.

Equal pay

We will ensure that all employees have the right to the same contractual pay and benefits

for carrying out the same work, work rated as equivalent work or work of equal value.

Our Ethos

The Company is committed to being a successful, caring and welcoming place for all

employees and workers. We aim to create a supportive and inclusive environment where

our everyone can reach their full potential, without prejudice and discrimination. We are

committed to a culture where respect and understanding is fostered and the diversity of

people's backgrounds and circumstances will be positively valued.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of

all individuals in our Company as we seek to develop the skills and abilities of our people.

While specific responsibility for eliminating discrimination and providing equality of

opportunity lies with managers, individuals at all levels have a responsibility to treat

others with dignity and respect.

Through this policy and procedure and the inhouse training and development of our

people, we will do all we can to promote best practice to eliminate discrimination and

harassment as far as is reasonably possible. The Company will also continue to work

towards its dedicated goal of encouraging and promoting equality and diversity within

the workforce.

The policy aims to achieve equality by removing any potential discrimination in the way

that our employees are treated by fellow employees or the Company, including:

• people with disabilities

• people of different sexual orientations

• transgendered and transsexual people

• people of different races

• people on the grounds of their sex

• those of faith and of no faith

• in relation to their age

• in relation to their social class or medical condition

• people who work part-time

• those who are married or in a civil partnership

• women who are pregnant, have recently given birth or are breastfeeding.

Discrimination can be either direct or indirect and some of the above are protected

characteristics under the Equality Act 2010 and discrimination is prohibited, unless there

is a legal exception under the Equality Act.

Direct discrimination

Is where someone is treated less favourably due to one (or more) protected characteristics

and can be intentional or unintentional. Occasionally the discrimination may occur due to

a protected characteristic of another person, so the discrimination may be because of

association. An example is an advert for a job that requires ‘men only’ or ‘under 30s only’.

Direct discrimination can take place even if the individual does not have the protected

characteristic but is treated less favourably because it is assumed they have.

Direct discrimination would apply if we, as a recruitment consultancy accepted and acted

upon instructions from a client which state that certain persons are unacceptable due to a

protected characteristic, unless an exception applies. The Act contains provisions that

permit specifying that an individual must have a particular protected characteristic to

undertake a specific job. These provisions are referred to as occupational requirements.

Where there is an occupational requirement then the client must show that applying the

requirement is a proportionate means of achieving a legitimate aim, i.e. the employer must

be able to objectively justify applying the requirement. An occupational requirement does

not allow an employer to employ someone on less favourable terms or to subject a person

to any other detriment.

Indirect discrimination

Is where someone is disadvantaged by an apparently neutral provision, criterion or

practice (PCP) that is applied ‘across the board’ or ‘equally across a particular group’. The

PCP may have the consequence (usually unintended) of causing a disadvantage, which

then adversely affects somebody. E.g., a PCP relating to clothing or headwear could be

applied ‘equally’, but may cause someone with a protected characteristic to be

disadvantaged. The PCP could be justified if it is a proportionate means of achieving a

legitimate aim.

Indirect discrimination would apply if a recruitment consultant accepted and acted upon

an indirectly discriminatory instruction from a client. If the vacancy requires characteristics

which represent an occupational requirement or the instruction is discriminatory but there

is an objective justification, Study Oraculi Ltd will not proceed with the vacancy unless the client

provides written confirmation of the occupational requirement, exception or justification.

Victimisation

Is not the same as the common meaning of victimisation but is specifically regarding

treating someone less favourably because they have complained about or given

information about discrimination or harassment, either regarding themselves or

someone else.

Harassment

The Equality Act 2010 applies to how employees treat fellow employees, visitors, suppliers

and former employees. The Act also applies to customers/clients.

Under the Act, harassment is defined as unwanted conduct that relates to a protected

characteristic which has the purpose or effect of violating an individual’s dignity or creating

an intimidating, hostile, degrading, humiliating or offensive environment for that

individual. This includes but is not limited to:

• verbal or written conduct containing derogatory jokes or comments

• slurs or unwanted sexual advances

• visual conduct such as derogatory or sexually orientated posters

• photographs, cartoons, drawings or gestures which some may find offensive

• physical conduct such as assault, unwanted touching, or any interference because

of sex, race or any other protected characteristic

• threats and demands to submit to sexual requests as a condition of continued

employment or to avoid some other loss, and offers of employment benefits in

return for sexual favours

• retaliation for having reported or threatened to report harassment.

If an individual believes that they have been unlawfully harassed, they should make an

immediate report to Alan Campbell alan@studyoraculi.co.ukfollowed by a written

complaint ( see Study Oraculi Limited complaints policy) as soon as possible after the incident. The details of the complaint should include:

• Details of the incident

• Location, date, time.

• Name(s) of the individual(s) involved

• Name(s) of any witness(es)

We will undertake a thorough investigation of the allegations and if it is concluded that

harassment has occurred, remedial action will be taken.

All employees and workers will be expected to comply with Study Oraculi Ltd.’s policy on

harassment in the workplace and any breach will lead to the appropriate disciplinary action

which may include termination of employment.

Disabled persons

Discrimination occurs when a person is treated unfavourably because of their disability.

Indirect discrimination occurs where a provision, criterion or practice is applied by or on

behalf of an employer, or any physical feature of the employer’s premises, places a disabled

person at a substantial disadvantage in comparison with persons who are not disabled.

In recruitment and selection there may be a requirement to make reasonable adjustments.

E.g., it may be necessary to have different application procedures for partially sighted or

blind applicants that enable them to use Braille. With testing and assessment methods

and procedures, tests can only be justified if they are directly related to the skills and

competencies required for the job. Even then, it might be appropriate to have different

levels of acceptable test results, depending on the disability. For example, an applicant with

a learning disability might need more time to complete a test, or not be expected to reach

the same standard as other non-disabled applicants.

Reasonable adjustments in recruiting may include:

• modifying testing and assessment procedures

• meeting the candidate at alternative and more accessible premises

• having flexibility in the timing of interviews

• modifying application procedures and application forms

• providing a reader or interpreter.

Wherever possible Study Oraculi Limited will make reasonable adjustments to hallways, passages and doors to provide and improve means of access for disabled employees and workers.

However, this may not always reasonable in all the circumstances.

Study Oraculi Limited will not discriminate against a disabled person:

• in the terms on which employment or engagement of temporary workers is offered

• by refusing to offer, or deliberately not offering the disabled person a job for

reasons connected with their disability

• in the opportunities afforded to the person for receiving any benefit, or by

refusing to afford, or deliberately not affording them any such opportunity

• by subjecting an individual to any other detriment (detriment will include

refusal of training or transfer, demotion, reduction of wage, or harassment).

Study Oraculi Ltd will make career opportunities available to all people with disabilities and

every practical effort will be made to provide for the needs of staff, candidates and clients.

Equal opportunities will be monitored and reviewed via our:

• Self-check Diversity and Inclusion Survey – which allows us to check ourselves against current legislation and best practice

• Diversity Questionnaire internal and external