The Full Stop Community CIC customer privacy notice

The Full Stop Community CIC committed to encouraging equality, diversity and inclusion, 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 and 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.

We commit to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

  2. Create an 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.

  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.

  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.