Diversity Statement

Checkstep Diversity, Equity and Inclusion Statement

Checkstep is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. 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.

Checkstep is also committed against unlawful discrimination of customers or the public. 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 or 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.

Our Commitments

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make good 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 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 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 and under the organization’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 US Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offense.

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.
7. 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.

Agreement to follow this policy

The diversity and inclusion policy is fully supported by senior management.

All employees of Checkstep have a responsibility to treat others with dignity and respect at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events.

Any employee found to have exhibited any inappropriate conduct or behavior against others will be subject to disciplinary action.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the company’s diversity policy and initiatives should seek assistance from their line manager or a HR representative.