Knowledge Mentoring (Global) Limited (“KMG”)
Our Equality, Diversity and Inclusion Policy (“EDI”)
Last updated: 30 October 2020
KMG Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination through our EDI Policy.
Our 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 in a safe and nurtured environment of personal growth.
KMG Ltd as an organisation - in providing our technology solutions and managed services and/or facilities - is also committed against unlawful discrimination of customers or the public.
Our EDI policy’s purpose is to:
provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
not unlawfully discriminate because of the (UK) Equality Act 2010 and any other international acts or best practice guidelines that ensure the 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 and sexual orientation
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, and selection for employment, promotion, training or other developmental opportunities
uphold these principles within our business across all territories in which we operate
KMG Ltd commits to:
Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
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.
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, in the course of their employment, against fellow employees, customers, suppliers and the public
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 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 an employment rights matter and a criminal matter, such as in 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.
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.
Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
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.
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.
The equality, diversity and inclusion policy is fully supported by senior management and, as and when the organisation becomes large enough will be discussed, reviewed and agreed with Trade Unions/ Staff Representation as applicable.
Similarly, as and when formal grievance and disciplinary policies and procedures are introduced, these will be referenced. Currently, Employees should raise any grievance with their line manager or with a member of the Leadership.
Use of the organisation’s grievance and/or disciplinary procedures will not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
Founder and CEO