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DIVERSITY AND INCLUSION POLICY EFFECTIVE DATE: 26 SEPTEMBER 2019

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Page 1: DIVERSITY AND INCLUSION POLICY - Foresight Group · 2020-06-23 · Diversity & Inclusion Steering Group (“DISG”) The Diversity and Inclusion Steering Group is a sub committee

DIVERSITY AND

INCLUSION POLICY

EFFECTIVE DATE: 26

SEPTEMBER 2019

Page 2: DIVERSITY AND INCLUSION POLICY - Foresight Group · 2020-06-23 · Diversity & Inclusion Steering Group (“DISG”) The Diversity and Inclusion Steering Group is a sub committee

Contents

1 SCOPE 3

2 POLICY 3

3 CONTACT 5

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Effective Date: 26.09.19

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1 SCOPE

This policy applies to all Foresight partners and employees, regardless of position or status, in all countries in which Foresight

operates, although elements of the policy may be subject to local modification to reflect a particular country’s cultural or

legislative requirements.

2 POLICY

Foresight shall develop and implement arrangements that benefit from the collective experiences, talent, perspectives,

cultures and unique attributes of its people. Additionally, Foresight’s arrangements must ensure that, to the best of its

ability, all employees be treated fairly and have access to equal opportunities. Foresight’s arrangements must promote

diversity and encourage employees work to support a culture that is inclusive and reflective of Foresight’s vision and values.

Foresight will seek to follow similar principles of Diversity and Inclusion in respect of the investments it makes and will

encourage investee companies to adopt similar philosophies in their relationships with their own employees, suppliers and

stakeholders.

PERSONAL/ SENSITIVE DATA

Foresight understands that much of the data it collects from its employees in order to provide the reporting needed in

relation to the Policy will be considered “special Category” under the EU’s General Data Protection Regulations (“GDPR”) and

requires specific consent to hold/ process that data. In relation to this Policy, Foresight undertakes to comply with the

applicable data protection laws in effect in any country in which its data subjects are resident and, in any event, will ensure

that all reporting containing sensitive data that is provided to external parties shall be anonymous, unless otherwise required

by law. Similarly, internal reporting, except to the Executive Committee, shall be anonymous.

DEFINITIONS

Foresight has adopted the following definitions in relation to its:

Equality - Equality at Foresight is about removing barriers, eliminating discrimination and ensuring equal opportunity and

access for all groups of people both within Foresight and externally amongst those organisations with whom it has formal

relationships.

Diversity - Diversity within Foresight means accepting each person as an individual. As Foresight’s success and

competitiveness depends upon its ability to embrace diversity, it believes that everyone should feel valued for their

contributions. By working together, Foresight will deliver the best possible solutions for its people, its clients and its business

overall.

Inclusion – At Foresight inclusion means creating a working culture where differences are not merely accepted but valued;

where everyone has the opportunity to develop themselves consistent with its vision and values. Foresight’s aim is be an

organisation where people feel involved, respected and connected to its success.

AIMS

The aims of Foresight’s arrangements implemented in relation to this policy are to:

• ensure that no job applicant or employee receives less favourable treatment on grounds of sex, race, ethnic origin,

marital status, civil partnership status, any gender reassignment, social background, religious belief, sexual orientation or

disability, part-time/fixed-term work, or age;

• protect employees from discrimination by association;

• ensure equality, diversity and inclusion in the workplace;

• contribute to generating similar attitudes in respect of equality, diversity, social mobility, inter-generational working and

inclusion in the wider community;

• provide fair and equitable treatment in every aspect of working life at Foresight, from its written procedures through to

every decision made;

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• promote a culture where employees recognise the value that a diverse and inclusive workforce brings and where

colleagues and external associates are treated with dignity and respect;

• create an environment where anyone believing they have been subjected to discrimination, victimisation or harassment

in the workplace, is entitled and feels safe to raise such concerns. Foresight is committed to ensuring that the process

adopted to deal with such concerns is straightforward and will be addressed in a compassionate, efficient and timely

manner;

• be recognised as an employer with a positive reputation for diversity and inclusion matters.

• ensuring that the principles of this policy are embedded within business strategy and all people policies and procedures

are subjected to a diversity and inclusion impact review at least once a year;

• ensuring that Foresight’s commitment to diversity is known and understood by all employees and managers. This will be

achieved through the provision of training and guidance including but not limited to induction, e-learning courses,

management training and its Employee handbook;

• measuring and monitoring quantitative and qualitative diversity data to prevent the potential for discriminatory

behaviour in the workplace and to identify opportunities for continuous improvement;

• challenging and investigating discriminatory behaviour and where necessary, employing appropriate training and or

disciplinary measures;

• regularly communicating and reviewing any positive initiatives that have been implemented to ensure ever-wider access

to and understanding of them;

• engaging with its stakeholders to ensure they reflect its commitment to diversity and inclusion and encouraging them to

adopt relevant best practices;

• working with external groups and advisory bodies to ensure its approach, policies and processes reflect recognised best

practice;

• annually benchmark its performance against other businesses.

EVIDENCE OF POLICY EFFECTIVENESS

Foresight will ensure it maintains documentary evidence of the effectiveness of its Diversity and Inclusion efforts, which may

be shared with third parties in an anonymous manner.

To measure Foresight’s progress in supporting diversity more broadly, it will also seek recognition from external bodies in the

form of appropriate awards, nominations and accreditations. The HR team will continually work to improve quantitative and

qualitative data in order to benchmark Foresight against other organisations or when audited by independent external

bodies.

RESPONSIBILITIES

Detailed below are the groups of partners/ employees tasked with specific responsibilities under this policy:

The Executive Committee

The Executive Committee fully endorse this policy and hold ultimate responsibility for reviewing and achieving its aims. The

Executive Committee recognise their role in being responsible and accountable for inclusion and the development of equality

and diversity awareness in Foresight and as such will lead by example.

Diversity & Inclusion Steering Group (“DISG”)

The Diversity and Inclusion Steering Group is a sub committee of the ESG & Sustainability Committee (which was appointed

by the Executive Committee) and is formed of employees who volunteer to join it and who will be responsible for ensuring

that Foresight’s practices and policies underpin delivery of the equality, diversity and inclusion policy, where possible.

Additionally, the DISG is responsible for cascading diversity and inclusion lessons learned and sharing best practice

throughout the business. The DISG is also responsible for championing key issues and collectively recommending changes to

policy, procedures and practices to the Executive Committee.

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Managers

All Managers are responsible for implementing and enforcing this policy and ensuring that their teams/employees are aware

of their responsibilities. Managers should promote, respect and encourage each employee to reach their full potential and

address any inappropriate behaviour. When recruiting, Foresight’s managers are responsible for being proactively unbiased

towards candidates. A programme of unconscious bias training shall be provided to all partners and employees, which

Foresight’s managers will be required to complete before any further recruitment takes place.

Employees

All employees of Foresight, at every level, have an individual responsibility for ensuring equality of opportunity and

adherence to this policy and promoting a culture where diversity and inclusion is promoted. This can be achieved by

respecting the right to work in an environment free from prejudice and discrimination, exhibiting appropriate behaviours and

challenging colleagues and processes that fall short of these expectations.

Human Resources

This policy shall be owned by Foresight’s Head of People on behalf of the Executive Committee and shall be responsible for

its effective implementation and regular review. The HR team, working in conjunction with the Head of People, will ensure all

employees are made aware of their responsibilities under this policy, through induction, training and Foresight’s Employee

Handbook. Also, that employees have access to additional appropriate training and/ or support where necessary. The HR

team will assist with the management of related policies by periodically reviewing them and will monitor employment

practices and provide relevant advice and support to managers in championing diversity across Foresight Group.

MONITORING AND REPORTING

To ensure the aims and commitments of the Diversity and Inclusion policy are realised, the HR team will be responsible for

measuring, monitoring and benchmarking Foresight’s demographic profile and for reporting trends to the Executive

Committee. Foresight will endeavour to be transparent and to strive to go beyond minimum mandatory requirements as

appropriate.

The HR team will ensure that a report summarising the objectives for the previous year shall be published on the company

website annually with the intention of providing the public with details of the progress made against the previous year’s

objectives and the recommended objectives for the coming year. The report shall also include a summary of the

demographics of Foresight Group.

3 Contact

Any comments or queries should be directed in the first instance to:

Suzie Ruffley

Head of People

[email protected]

020 3667 8165 / 07734 932 431

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Foresight Group LLP The Shard 32 London Bridge Street London SE1 9SG

www.foresightgroup.eu