Equality, Diversity and Inclusion Policy

This equality, diversity and inclusion policy is fully supported by senior management and has been agreed with by employee representatives.

Policy Statement

a) CCgroup is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating any and all discrimination.

b) CCgroup recognises that discrimination and victimisation is unacceptable. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender, gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).

c) Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best to their role. We promote a good and harmonious working environment, free from bullying and harassment.

d) We oppose all forms of unlawful and unfair discrimination or victimisation. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.


What is Harassment?

Harassment is unwanted conduct related to the equality grounds which damages, or which is done with the aim of damaging, a person’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.

Many forms of misbehaviour may amount to harassment; examples include, but are not limited to:

  • Physical conduct such as assaulting a person or making obscene gestures.
  • Verbal conduct such as making racist, sexist, sectarian or homophobic remarks; making derogatory comments about a person’s age or disability, also known as microaggressions.
  • Visual or written material containing racist, sexist, sectarian, homophobic or other derogatory words or pictures (e.g. in posters, graffiti, letters or emails).
  • Isolating a person or refusing to co-operate or help them at work or by excluding them from work-related social activities.
  • Forcing a person to offer sexual favours or to take part in religious or political activities.


What is Bullying?

Bullying is similar to harassment in the sense that it too consists of offensive, hostile or oppressive behaviour. The main difference is that bullying behaviour need not be related to the equality grounds, but may be done for other reasons, such as jealousy, personal dislike, revenge or insecurity.


Implications of Harassment & Bullying

Harassment and bullying can damage the health, confidence, morale and performance of employees who are affected by it. Harassment is unlawful under the equality laws. Harassment and bullying may also be civil or criminal offences and may contravene health and safety law.

Apart from the legal implications, both harassment and bullying are contrary to the standards of behaviour that we expect of our employees. Both types of behaviour are unacceptable in our workplace and are not permitted or condoned. We will treat such behaviour as gross misconduct which may warrant dismissal from employment.


Employees’ Rights

Our employees have a right to work in a good and harmonious environment that is free from harassment and bullying and should file a complaint about such behaviour should it occur. We have an internal grievance procedure to deal with such complaints and we would encourage aggrieved employees to use it. All complaints will be dealt with seriously, quickly and confidentially.

Employees who file complaints, and others who give evidence or information in connection with such complaints, will not be victimised (i.e. they will not be discriminated against, harassed or bullied in retaliation for their actions). Victimisation is also discrimination contrary to the equality laws and this policy. We will treat it as misconduct which may warrant dismissal from employment.

This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.


Our Commitment

  • To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
  • Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. Employees are encouraged to bring their ‘whole selves’ to work.
  • Training, development and progression opportunities are available to all staff.
  • To promote equality in the workplace, regardless of age, disability, gender, gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation.
  • We will continually review all our employment practices and procedures to ensure fairness.
  • To remove conscious and unconscious bias from our recruitment, development and management practices.
  • Breaches of our equality, diversity and inclusion policy will be regarded as misconduct and could lead to disciplinary proceedings.
  • This policy is fully supported by senior management and will be monitored and reviewed regularly.


Employees’ Responsibilities

Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

  • comply with the policy and arrangements; 
  • not discriminate in their day-to-day activities or induce others to do so;
  • not victimise, harass or intimidate other staff or groups who have, or are perceived to have, one of the protected characteristics;
  • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic;
  • inform their manager if they become aware of any discriminatory practice.


Employer’s responsibilities

We will do our utmost to implement this policy. The main responsibility for this will be carried out by the CEO and CCO. But line managers and supervisors also have a special responsibility for enforcing this policy on a day-to-day basis, especially in setting a good example for other employees to follow and for intervening where necessary to protect and reassure employees.

To implement this policy, we will:

  • provide all employees with a copy of this policy and explain it to them.
  • provide appropriate training to mentors/account leads where necessary.
  • ensure that all complaints of harassment and bullying are dealt with seriously, quickly and confidentially and in accordance with our internal grievance procedure.
  • set a good example by treating employees with fairness, dignity and respect.
  • remove conscious and unconscious bias from recruitment, management and development policies.
  • be alert to unacceptable behaviour and take appropriate action to stop it, including disciplinary action which may lead to dismissal.
  • monitor any incidents of harassment and bullying and review the effectiveness of this policy periodically.


Third Parties

Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. CCgroup will not tolerate such actions against its staff, and the employee concerned should inform a senior person at once that this has occurred. CCgroup will fully investigate and take all reasonable steps to ensure such harassment does not happen again, including the resignation of the client should that be deemed necessary. It should also be noted that CCgroup will not tolerate the harassment of third parties by Company employees, and will deal with the matter based on the principles outlined in this policy and the Company’s disciplinary policy.


Related Policies and Arrangements

All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly, and any discriminatory elements removed.


Rights of Disabled People

The Company attaches particular importance to the needs of disabled people. Under the terms of this policy, managers are required to:

  • make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
  • include disabled people in training/development programmes;
  • give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.