Walter Lilly adopts a zero-tolerance approach to discrimination on any of the protected grounds in the Equality Act 2010.
Our culture is made in the day-to-day working interactions between us so creating the right environment is a responsibility that we all share. We are committed to providing equal opportunities to all current and prospective employees.
The Company recognises the benefits of a diverse workforce. Fostering an inclusive culture helps each of us to benefit from a wider range of these different perspectives, experiences and skills. We believe that this creates a happier, more productive working environment for us all. Therefore, the Company is committed to providing a working environment that is free from discrimination.
Each of us is unique, whether in terms of our background, personal characteristics, experience, skills or motivations and we value our people for the differences they bring. To support our diverse and inclusive culture, our EDI policy outlines our commitment throughout the employment lifecycle to equality, diversity and inclusion and sets out how we put this commitment into practice. The policy explains the behaviours we expect of our people in support of this commitment.
We believe that a culture of equality, diversity and inclusion not only benefits our organisation but supports wellbeing and enables our people to work better because they can be themselves and feel that they belong. We are committed to promoting a working environment based on trust, respect and integrity, and one that is free from discrimination, harassment, bullying or victimisation.
Specifically, the Company aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly. All employees and those who act on the Company’s behalf are required to adhere to this policy when undertaking their duties or when representing the Company in any other guise. The policy also relates to job applicants and is relevant to all stages of the employment relationship.
Every decision-maker should challenge themselves, and other members involved the recruitment selection, to make sure that any stereotypes, unconscious bias or prejudice do not play any part in recruitment decisions. Any decision you make relating to a person’s promotion or career development must be free from discrimination.
While positive measures may be taken to encourage under-represented groups to apply for employment opportunities or promotion, the decision will be based solely on merit. All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.
However, the Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career development opportunities.
We ensure that selection criteria and processes for recruitment and promotion are reviewed so that there is no discriminatory impact on a certain group.
The recruitment team will consider disability in advance of a recruitment campaign so that advertising, application forms and assessments, arrangements for interviews, job descriptions and employee specifications, and selection criteria are appropriate and as inclusive as possible.
We will ask applicants at the outset if they require any reasonable adjustments to be made to the recruitment process or the successful role delivery.
We understand that some people find it hard to discuss their disabilities and that disability can be invisible. Psychological safety, where people feel able to speak up about their experiences without fear of negative consequences, is paramount to ensuring disability inclusion.
However, this is only possible if we treat people with dignity, trust and respect and we expect everyone to uphold these values.