Equality, Diversity And Inclusion (“EDI”) Policy
Scope
It covers discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and/or belief, sex or sexual orientation as set out in the Equality Act 2010.
Milfort Capital recognises that there can be differences between the physical sex and gender assigned at birth and an individual’s gender identity/expression; therefore, this policy also covers discrimination on the basis of a person’s gender identity.
This policy should be read in conjunction with the Equal Opportunities Policy.
Commitment
Milfort Capital expects all members of its staff and wider community to treat others equitably, with dignity and respect. Anyone who believes they have been discriminated against, harassed or bullied has the right to make a complaint free from victimisation or fear of retaliation. Please refer to staff and candidate policies for the appropriate procedure to follow.
Responsibilities
Everybody working for or connected with Milfort Capital has a responsibility to promote EDI. The Chief Executive has ultimate responsibility for ensuring that this policy is fully implemented. The Director of People & Culture is responsible for leading the implementation of the Milfort Capital strategy in relation to equality, diversity, and inclusion for staff and in conjunction with the rest of the Executive team in relation to Milfort Capital content and operational activity.
Implementation, Monitoring, and Review
This Policy will be implemented through an Equality and Diversity Committee. Progress against actions and objectives will also be reported to the Executive Management Team on a regular basis. We will assess the impact of this Policy by monitoring as follows: The People & Culture director will collect and analyse monitoring data on staff and report this information annually to the Executive Management Team. The Quality and Standards Department will coordinate the collection and analysis of candidate monitoring data. The Marketing Team will put in place and maintain measures to ensure that, as far as possible, Milfort Capital content is created in line with the provisions set out in this policy. This Policy will be reviewed regularly to ensure that it reflects best practice and current legislation.
Training
All staff are required to take part in EDI training appropriate to their role, with new staff required to take EDI training as part of their induction.
Complaints Procedures related to Equality, Diversity, and Inclusion
Milfort Capital expects all members of its staff and wider community to treat others equitably, with dignity and respect. Anyone who believes they have been discriminated against, harassed, or bullied has the right to make a complaint free from victimisation or fear of retaliation. Please refer to staff and candidate policies for the appropriate procedure to follow.
Notes
This policy is owned by the Director of People & Culture and is subject to review at the discretion of Milfort Capital’s Executive and/or as required by changes to legislation.
Effective Date
January 2024
Review Date
January 2025
