Work needs to be a place of inclusion, where diversity is valued and encouraged. This is being sound. This policy sets out the behaviours, attitudes and actions expected towards your teammates, customers and visitors: all humans.
We apply this policy to everybody at Wonderkid Pubs.
Discrimination is when someone is treated less favourably because of their age, disability, gender reassignment status, marital or civil partnership status, pregnancy or maternity, race (including nationality or ethnic, national or caste origin), colour, religion or belief, sex or sexual orientation, or fixed-term or part-time status. These are called "protected characteristics".
We will treat no one less favourably, whether employees, workers of any type, clients, customers, suppliers, former employees or visitors, on the grounds of any of the protected characteristics.
Bullying, harassment or victimisation on the grounds of any of the protected characteristics are also forms of discrimination:
Bullying is any offensive, intimidating, malicious or insulting behaviour which makes the recipient feel vulnerable, upset, humiliated, undermined or threatened.
Harassment is any unwanted and unnecessary physical, verbal or non-verbal behaviour that has the purpose or effect of violating the dignity of someone within the workplace, or creating an intimidating, hostile, degrading or offensive environment for them.
Victimisation occurs when an employee is subjected to a detriment, such as being denied a training opportunity or a promotion, because they made or supported a complaint or raised a grievance under the Equality Act 2010, or because they are suspected of doing so, or of being about to do so.
We aim to create a working environment in which all decisions about employment, for both employees and job applicants, are based on merit. We will not tolerate discrimination, direct or indirect, at any stage of employment, including recruitment and selection, training and development, pay and promotion.
All our employees have a duty to act in accordance with this policy, and any breach of it, or any complaint of less favourable treatment, will be taken extremely seriously under the Company's disciplinary procedure. A full and thorough investigation will be carried out in confidence, and we will take any action we feel necessary, up to and including dismissal, as such action may be viewed as gross misconduct.
If you feel you have been treated less favourably, consider whether you feel able to raise the problem informally with the person responsible. Explain clearly to them that their behaviour is not welcome or makes you uncomfortable. This may resolve the issue without you needing to do anything more.
If this is too difficult or embarrassing, or you think the issue is just too serious, speak to your line manager or someone you feel comfortable with. You can always email clint@wonderkidhospitality.com, who can help you resolve the issue formally or informally.
In this case, you should raise a grievance via the Company's grievance procedure, which usually involves raising it with your manager. However, if your grievance relates to your manager, or you feel uncomfortable raising it with them, you can contact clint@wonderkidhospitality.com or jamie@wonderkidhospitality.com.
If you witness another employee treating a colleague less favourably on any of the above grounds, you should encourage the person to speak to their manager or raise a formal grievance via the Company's grievance procedure. If you feel it is serious enough, let anyone in management know or contact clint@wonderkidhospitality.com or jamie@wonderkidhospitality.com.
Employees who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our disciplinary procedure.