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

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.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

1. Purpose

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

2. Commitment

The company commits to:

1. Encourage equality, diversity and inclusion in the workplace 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, and where individual differences and the contributions of all staff are recognised and valued.
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.
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.

3. Agreement

The equality, diversity and inclusion policy is fully supported by senior management of the company.

4. Procedures

Any employee who feels or suspects a violation of this policy has occurred or may occur, must alert a manager or a company director as soon as possible.

Use of this procedure does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

5. Contact us

If you have any questions or concerns about this policy or your privacy when using this Site, please contact us using the form on our website.