Equal Opportunities, Diversity & Inclusion Policy

Stripout London Ltd (SL) supports the principle of equal opportunities and diversity in employment and opposes all forms of unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic origin, religion, sex, sexual orientation, marital status, gender reassignment, age, pregnancy, maternity or disability. 

SL aims to follow the now comprehensive guidelines of the Equality Act 2010 that significantly adds to and strengthens a number of previous existing pieces of legislation, including race and disability.

SL has a responsibility under equality legislation to protect our staff from harassment by third parties (stakeholders and other external contacts). SL will take all reasonable actions to ensure people are aware of this statement, and take action in response to incidents of unacceptable behaviour.

The Company accepts that it is in the best interests, both of the organisation and of those who work in it, that wherever possible human resources, talents and skills available throughout the community in which it operates are considered when employment opportunities arise. The Company undertakes that decisions concerning recruitment, selection, training, promotion and career management are based on objective, job-related criteria and merit.  Additionally, SL actively promotes as an employer and in its professional capacity, recognition of the needs of disabled persons in building construction and occupation practices.

The overall responsibility, the implementation and monitoring of this policy will rest with the Company Management.  However, it is recognised that individual employees acting on behalf of the Company at all levels have responsibilities in law and in terms of the Company’s policy for assisting in the prevention of discrimination.  In particular individual employees:

• are required to co-operate with the measures introduced by the Company to promote equal opportunities and eliminate discrimination,

• must not themselves discriminate against other employees or job applicants,

• must not harass, abuse or intimidate other employees on any grounds or otherwise act in a discriminatory manner,

• must not victimise any individuals who have made complaints or who have provided information about discrimination, and

• must not act in a way in their dealings with members of the public which could be held to be discriminatory.

This policy therefore applies to the advertisement of jobs, recruitment and appointment to them, training, conditions of work, pay and to every other aspect of employment.  As importantly, this policy applies equally to our clients.  Any member of staff who is disabled, or who becomes disabled in the course of their employment should inform the company. All reasonable adjustments to their employment or working conditions, which they consider to be necessary or which they consider would assist them in the performance of their duties, should be outlined to the company.  SL undertakes to carefully consider all such requests and where reasonable, adjustments will be made.

Any employee may use the grievance procedure to complain about discriminatory conduct.  If the matter relates to sexual or racial harassment or harassment on the basis of disability then the grievance may be raised directly with their line manager.  The Company is keen to promote this policy such that employees feel able to raise such grievances and no individual will be penalised for raising such a grievance unless it is untrue and/ or made in bad faith.

Any employee who harasses any other employee on the grounds identified in this policy will be subject to the Company’s disciplinary procedure.  In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.

All employees will be asked to complete a form denoting their sex, race, ethnic origin and any disabilities.  Arrangements will be made to protect the confidentiality of such information during its collection and retention.  The company states that this form will be used for the purpose of monitoring the effectiveness of its diversity policy only.  The composition of the workforce and of job applicants will be monitored on a regular basis.  Should inequalities become apparent where practicable, positive action will be taken to redress the imbalance.