Our commitment to Equity, Diversity and Inclusion spans race, gender, age, religion, sexual orientation, disability, neurodiversity and socio-economic background, and involves an ongoing process of learning and improving, centred around the following principles:  

• Provide equity, fairness and respect for all in our employment, whether temporary, part-time or full-time, and all those we work alongside, including but not limited to clients and suppliers. 

• Not to unlawfully discriminate against someone because of a protected characteristic (Equality Act 2010); age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation 

• Actively oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, requests for flexible working, and selection for employment, promotion and development opportunities  

The journey towards equity, diversity and inclusion is a constant quest, and as an agency we are proud to commit to doing the work needed to educate ourselves and others in order to help create a diverse and inclusive environment. It is not realistic to expect everyone always to act perfectly and free from error, and so we therefore commit to doing our absolute best to promote equity, diversity and inclusion within our agency, within the industry and within society at large, while providing a safe space for discussion, learning and improvement.   

Our EDI Commitments:  

• Encourage equity, diversity and inclusion in the workplace to foster a positive culture for all and produce the best work for our client. 

• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all colleagues are recognised and valued.  

• All colleagues should understand they, as well as Splendid, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, clients, suppliers and the public. 

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, the public and any others during the organisation’s activities. 

• Make opportunities for training, development and progress available to all colleagues, 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. 

• Decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

• Ensure that inclusive recruitment practices are in place for all roles. 

• Review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law. 

• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equity, diversity and inclusion, and in meeting the aims and commitments set out in the equity, diversity and inclusion policy. 

This will also include assessing how the equality, diversity and inclusion policy, and any  supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. 

• To set and work towards ED&I targets within a culture of continual improvement.  

• Make reasonable adjustments to an employee’s job, working conditions or environment to assist them in the performance of their duties if they are disabled or become disabled in the course of their employment.  

• To conduct due diligence in terms of aligning with human rights and ensuring we are working with suppliers and contractors with their own ED&I policy (or similar) 

Responsibilities of Management 

The equality, diversity and inclusion policy is fully supported by the Leadership Team.  

Ultimate responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Leadership Team. Managers will ensure that they and their staff operate within this policy, and that all reasonable and practical steps are taken to avoid discrimination. The senior leadership team each also work towards an individual ED&I objective, to ensure that the company’s ED&I ambitions are being supported and pushed forward by the full senior leadership team.  

All managers will ensure that: 

• All staff are aware of our ED&I policy and the arrangements, and the reasons for the policy 

• Grievances concerning discrimination are dealt with properly, fairly and as quickly as possible 

• Proper records are maintained in a GDPR compliant way. 

• All staff attend ED&I training 

Grievances should be raised with a line manager or HR.  Use of the company’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination. 

Responsibilities of Employees  

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. All members of staff should: 

• Comply with the policy; 

• Not discriminate in their day-to-day activities or induce others to do so; 

• Not victimise, harass, or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics, or have made / been perceived to have made a discrimination complaint 

• Ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic; 

• Inform their manager if they become aware of any discriminatory practice. 

Details of our grievance and disciplinary policies and procedures can be found in the Employee Handbook.