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Discrimination & Equality Policy

U Energy is committed to encouraging equality, diversity and eliminating unlawful discrimination.
Our workforce aims 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 policy ensures:

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, and sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This opposition and avoidance includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

The organisation commits to:

4. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
 
5. 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 staff are recognised and valued.  All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the people.

6. Complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers and the public will warrant serious action.Such acts will be dealt with appropriate action as misconduct under the organisation’s grievance or disciplinary procedures. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. Also, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

7. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, maximising the efficiency of the organisation.
 
8. Decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
 
9. 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.
 
10. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

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