Equality and Diversity Policy
1. Policy Statement
City Fiestas recognises that providing equality of opportunity, valuing diversity and promoting a culture of inclusion are vital to our success.
We aim to be a place where people can be free to be themselves no matter what their identity or background.
By creating a working and social environment in which individuals can work and enjoy themselves to the full without fear of prejudice or harassment, we aim to create a culture where everyone is treated as equals.
We will ensure that equality is embedded in all of our activities, policies and decisions and will work with our partners to share good practice. Key to this is our commitment to implementing a programme of activity to progress our equality aims and objectives.
This policy applies to all staff who work or will work at City Fiestas, and any of our guests at events that City Fiestas organises. It covers discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and/or belief, sex or sexual orientation as set out in the Equality Act 2010.
Equality is at the heart of our company culture strategy which sets out our values and goals. Our aim is to make full use of people’s talents and skills by creating an open and inclusive workplace culture where people from all backgrounds can work together with dignity and respect.
We will take active steps to fulfil our responsibilities and promote good practice by:
Complying with legal obligations in a transparent manner
Developing and publishing company-wide diversity objectives
Publishing this policy widely amongst staff and, together with policy assessments, equality analysis and results of monitoring
Assessing the impact of policies and practices to identify, remove or mitigate any disadvantage to underrepresented groups
Taking measures to eliminate discrimination
Taking action to redress any gender, racial or other imbalance including monitoring the recruitment and progress of all staff, collecting and collating equalities information and data and publishing this as required, and acting on any inequality revealed by the data.
Fostering good relations between persons who share a protected characteristic and persons who do not
Promoting awareness and understanding of EDI matters among staff through policies and training
Engaging with staff in respect of changes which may affect their employment
Ensuring that existing staff are treated fairly and judged solely on merit and by reference to their skills and abilities
Raising awareness of our policies and commitment to EDI with external suppliers, contractors and partners and encouraging them to follow similar good practice
Making sure reasonable adjustments are made, as appropriate, to enable disabled staff to overcome barriers in the working, learning and social environment
Ensuring staff are provided with appropriate tools so that they feel confident to discuss EDI issues and raise any concerns
Dealing with potential and actual acts of discrimination, harassment and bullying appropriately under relevant Company policy and taking appropriate action where necessary
All members of the City Fiestas community have a responsibility to promote EDI
Company Directors have the ultimate responsibility for ensuring that this policy is fully implemented
Overall, all members of the Company bear responsibility for the co-ordination, support and delivery of this work
This Policy will be reviewed on annual basis to ensure that it reflects best practice and current legislation.
All staff are required to take part in EDI training appropriate to their role with new staff required to take EDI training as part of their induction. All such training will be conducted informally during the first week of the new staff member’s time at the Company.
6. Complaints Procedures related to Equality, Diversity and Inclusion
City Fiestas expects all members of its community to treat others equitably, with dignity and respect. Any members of our community who believe they have been discriminated against, harassed or bullied have the right to make a complaint free from victimisation or fear of retaliation.
When making a complaint, normally the matter should be raised formally in the first instance with the immediate supervisors, Lucio Iarmuratii or Kauthar Benhakim, of the person being complained of using the following procedures, as appropriate:
Making a complaint via letter or email, detailing all relevant information including person in question, time and date of incident and a description of the incident itself
Any member of staff may seek assistance and support from their immediate supervisors.
We aim to support and protect anyone who makes a complaint, or who acts as a witness, under these procedures from victimisation or retaliation.
Members of the public should address complaints to the Company service in question in the first instance.
Last reviewal date: 02/08/2019
Next reviewal date: 01/08/2020