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Employer status

Vanilla Circus Ltd

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Committed to encouraging equality, diversity and inclusion

Equality, diversity and inclusion policy

Vanilla Circus Ltd is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination.

The aim is for our UK workforce to be truly representative of all sections of society and our clients and for each employee to feel respected and able to give their best.

In providing digital services and/or facilities, the organisation is also committed against unlawful discrimination of customers or the public.

VC policy’s purpose

Our policy’s purpose is to:

  1. Provide equality, fairness and respect for all in our digital marketing 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
  1. Oppose and avoid all forms of unlawful discrimination in the UK. 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

The organisation commits to the following:

  1. Encourage workplace equality, diversity and inclusion 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, 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 against fellow employees, customers, suppliers and the public.

  3. Take complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and others in the organisation’s work activities seriously.

    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 employment rights and criminal matters, such as 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 staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise VC's efficiency.

  5. Make decisions concerning staff based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
  6. Review employment practices and procedures when necessary to ensure fairness, and 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 equality, diversity and inclusion policy is fully supported by senior management and has been agreed upon with employee representatives.

Disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found on our complaints page. This includes with whom an employee should raise a grievance, usually their marketing manager.

Use of Vanilla Circus' grievance or disciplinary procedures does not affect an employee’s right to claim an employment tribunal within three months of the alleged discrimination.