EQUALITY, DIVERSITY & INCLUSION POLICY
Our Equality, diversity and inclusion policy
The DesignOps Network, The DesignOps Conference, its partners and agents are committed to encouraging equality, diversity and inclusion among our workforce and community while eliminating unlawful discrimination.
The aim is for our people to be truly representative of all sections of society and our members, and for each person 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.
The policy’s purpose is to:
provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
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
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, and selection for employment, promotion, training or other developmental opportunities
The organisation commits to:
Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
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.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
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 public
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.
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.
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.
Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
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.
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.
Monitoring 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.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
Details of the organisation’s grievance and disciplinary policies and procedures can be found at acquired by emailing email@example.com. This includes with whom an employee should raise a grievance, usually their line manager.
Use of the organisation’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.
Code of Conduct
Factotum Design, Media and Innovation Ltd is dedicated to providing a harassment-free in-person or virtual conference experience for everyone regardless of gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion. Factotum Design, Media and Innovation Ltd does not tolerate harassment of conference participants in any form whether the event is held virtually, in-person, or both. Wherever interactions take place, including in channels associated with our conference (e.g., Slack, Zoom, or virtual networking events) are subject to these policies.
Sexual language and imagery are not appropriate for any conference venue, including talks. Conference participants violating these rules may be sanctioned or expelled from the conference without a refund at the discretion of the conference organisers.
Harassment includes, but is not limited to:
Verbal and written comments that reinforce social structures of domination (related to gender, gender identity, and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion)
Overt aggression; both verbal and/or physical
Using or displaying sexual images in public spaces
Using or displaying sexual images in public spaces
Deliberate intimidation, stalking or following
Using photography, video or audio recording without permission
Deliberate action that disrupts presentations, workshops and meetings
Inappropriate and unwelcome physical contact
Unwelcome sexual attention
Encouraging and supporting any of the above behaviour online or in an event.
Participants asked to stop any harassing behaviour are expected to comply immediately.
If a participant engages in harassing behaviour, Factotum Design, Media and Innovation Ltd retains the right to take actions to keep the event a welcoming environment for all participants. This includes warning the offender or expulsion from the conference with no refund.
Factotum Design, Media and Innovation Ltd may take action to redress anything designed to, or with the clear impact of, disrupting the event or making the environment hostile for any participants. We ask all participants to respect this and that they are expected to follow these rules during the event and during event-related virtual social activities that might take place before, during, and after the main conference program
If someone makes you or anyone else feel unsafe or unwelcome, please report it as soon as possible. Harassment and other code of conduct violations reduce the value of our events for you and everyone. We want you to feel welcome, safe and free to be happy and enjoy the event in full.
We all have a role to play in ensuring our communities are safe.
Report an issue anonymously
It is our policy, not respond to an anonymous report directly, but we will fully investigate it and take whatever action is necessary to prevent a recurrence. Should you feel there is an issue, please make an anonymous report here: firstname.lastname@example.org
Report an issue personally
You can make a report of any issues or problems by calling or texting this phone number: +44 7972905474. This phone number will be continuously monitored by a Factotum Design, Media and Innovation Ltd., or email email@example.com
When reporting an incident we will ensure you are treated with courtesy and respect, and considerate manner. We may involve other event staff to ensure your report is managed properly and you feel safe. Reporting incidents can be upsetting, but we’ll handle any situations as respectfully as possible. You will not be asked to confront people or persons directly or indirectly and we will not tell anyone who you are. Should you wish to involve the police, we will support you in the process.
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