At UK100 we recognise that as we continue to push boundaries in tackling the environmental challenges before us, in turn we must open our eyes to the needs of the whole society. Social injustice is prevalent today but it doesn’t have to be for
tomorrow. At UK100, we aim to create an environment which is safe, welcoming and free from discrimination for all.
At UK100 we define Diversity and Inclusion as the following:
- Diversity is the celebration of individual differences amongst the workforce.
- Inclusion is ensuring everyone feels comfortable to be themselves at work and feels the worth of their contribution.
The aim of the UK100 Diversity & Inclusion policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of age, disability, gender reassignment, marriage and civil partnership,
pregnancy or maternity, race, religion or belief, sex or sexual orientaton. In the unfavoured event that this should happen, personnel will be under investigation and, if appropriate, face disciplinary action up to and including dismissal.
The UK100 Diversity and Inclusion policy aims to ensure diverse representation across the organisation, providing access and opportunity to everyone.
The policy sets an approach against all forms of:
- Bias: Prejudice in favour of or against a person or group, usually considered unfair
- Microaggression: Subtle, unintentionally discriminatory behaviour against a member of the minority or marginalised group
- Prejudice: An unfair feeling of dislike for a person or group because of age, race, socioeconomic background, sexual orientation, religion, disabilities, education, or other differences
- Sexism: Gender prejudice or discrimination
- Stereotype: Unfairly believing that all people with a characteristic are the same
- Jobs will be posted on platforms that deliberately target different demographics, together with broad platforms such as LinkedIn
- Budget will be allocated to spend money on advertising on job boards which target diversity
- We aim to leverage remote workers where possible
- We aim to consider ‘cultural add’ rather than ‘cultural fit’
- Our selection process will include adding initials to our shortlisting doc and marking CVs against a given criteria based on the Job spec.
- The invitation to interview email will always present the candidate to disclose whether any adjustments needs are needed to be considered for the job.
- During the interview process, reasonable adjustments will be made for those who have mentioned needing it. For example, an extra fifteen minutes for candidates who have mentioned having Dyslexia.
- Interviewing will be carried out by more than one person.
- Interview questions will be related to the requirements of the job and will not be of a discriminatory nature
- Vacancies will be communicated internally and internal candidates will have the opportunity to apply.
- Reasonable adjustments will be made for workers with disabilities or health conditions including:
- allowing someone with social anxiety disorder to have their own desk instead of hot-desking
- changing equipment, for instance providing a special keyboard if they have arthritis
- allowing employees who become disabled to make a phased return to work
- agreeing to flexible hours or part-time working
- offering employees training opportunities
- recreation and refreshment facilities
- Training will be provided to all team members in order to educate, motivate, build knowledge and sensitivity and uncover cognitive biases
- Training will also include skill based approaches to deal with everyday communication challenges and knowledge of conflict management