Diversity Policy

This policy applies to all employees within Residential Management Group Ltd (RMG).

RMG values the diversity of its staff and customers. We aim to make our services as accessible and responsive as possible to all existing and potential customers, and to provide a service to them which recognises and respects their differences. We recognise that our ability to meet their needs is improved by having a diverse workforce which generally reflects our customer base. We also wish to provide the best opportunities to all of our employees based on their abilities and potential.

This policy covers all aspects of employment, including advertisements, recruitment, induction, pay, conditions of service, staff development, change management, promotions, grievance and disciplinary procedures, training and development and assessment. It applies also to relationships with suppliers and contractors, as well as to potential employees.

It is not contractual, but indicates the way RMG wishes to address diversity in the workplace.

Principles

Whilst we fully accept all of our responsibilities under current legislation, we also aim to go beyond the strict confines of the law to prove equality of opportunity for all. We will continue to formulate and review policies to that end. We aim to:

• Recognise that everyone has a right to their distinctive and diverse identities.
• Have a workforce which generally reflects the customers we serve.
• Understand how diversity can improve our ability to deliver better services.
• Provide services which are responsive to our customers needs.
• Provide all employees with the necessary training and development they need to contribute to our goals.
• Provide a supportive, open environment where all employees may use their talents fully, and where employees and customers are treated fairly and with dignity and respect, in an environment free from abuse or offensive behaviour, bullying or harassment, intimidation or prejudice regardless of their gender, sexual orientation, race, ethnic origin, marital status, age, disability, religion or belief, impairment, marital status, responsibility for dependants, social background or any other individual characteristic which may unfairly affect a persons opportunities in life.

Equal Opportunity

We seek to provide equality of opportunity for all applicants and employees via our recruitment, selection, development and promotion policies. In addition to this diversity policy we also have a separate equal opportunities policy which aims to ensure everyone receives treatment that is fair, equitable and consistent with their skills and abilities.

Managers Responsibility

The Head of Human Resources has overall responsibility for ensuring the implementation of this policy. However, as employers we are liable for the actions of our workers and, therefore, all of our managers are responsible for this policy’s successful implementation within their own departments and should take steps to ensure staff working for them understand and follow this policy.

Employees Responsibility

This policy applies to all employees, who are required to understand and follow this policy, together with our associated policies on equal opportunities and harassment.

The Working Environment

We will take all reasonable steps to ensure that our working environment does not prevent people from taking up positions for which they are suitably qualified. This may include physical adaptations or more flexible ways of working.

Employment Policies

Our employment policies and procedures will be continually reviewed to ensure compliance with this policy to reflect current best practice and to remove barriers experienced by members of disadvantaged social groups in seeking employment with us, and working for us.

Breach of this policy

Any employee who feels he/she has been treated in a way that is contrary to this policy should raise this either formally through the grievance procedure, or informally with a senior manager, or a member of HR.

Any breaches will be fully investigated and may lead to disciplinary action.