SENSEI is committed to encouraging equality, diversity and inclusion among our employees, suppliers and clients, and eliminating unlawful discrimination.   The aim is for SENSEI 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 is:
 

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. This includes in: 

·       pay and benefits 

·       terms and conditions of employment 

·       dealing with grievances and discipline 

·       dismissal 

·       redundancy 

·       leave for parents 

·       requests for flexible working 

·       selection for employment, promotion, training or other developmental opportunities  

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

2.  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 SENSEI employees are recognised and valued.  
 
This commitment includes ensuring an onboarding and refresh training programme is established, managed, monitored and updated accordingly.   The training programme is designed to ensure all SENSEI employees understand their rights and responsibilities under this equality, diversity and inclusion policy, how employees should conduct themselves in order to help SENSEi provide equal opportunities in employment, and mitigate bullying, harassment, victimisation and unlawful discrimination.    This training programming will be reviewed regularly, all lessons learnt will be included as well as any legislation changes to ensure of its accuracy and relevance.  Where necessary, SENSEi invite equality, inclusivity and diversity specialists into SENSEI to further educate and support further.
 
All SENSEi employees to understand that they personally 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 public 
 

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 SENSEi’S grievance and / or disciplinary process, and appropriate action will be taken. 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. In addition, 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. 
 

4. Make opportunities for training, development and progress available to all SENSEI employees, 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 employees being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010). 
 

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. 
  
This Equality, Inclusivity and Diversity Policy will be monitored regularly to assess its effectiveness, accuracy, and relevance.