Hygiene Sue Equality & Diversity Policy 2010

Introduction

For both moral and social purposes, and to comply with both the law and good
management practice, Hygiene Sue strives to achieve a culture of excellence
without exclusion which eliminates prejudice and discrimination of all kinds.

Policy Scope
This policy applies to all Hygiene Sue staff and learners and across all working practices, procedures and workplaces.

Aim 
In accordance with the Equality Act 2006, Hygiene Sue encourages and supports the development of a society in which:
 • Peoples ability to achieve their potential is not limited by prejudice or discrimination
 • There is respect for and protection of each individuals human rights
 • There is respect for the dignity and worth of each individual
 • Each individual has an equal opportunity to participate in society, and
 • There is mutual respect between groups based on understanding and valuing of diversity and on shared respect for equality and human rights

Policy Statement
Hygiene Sue is committed to provi ding learning and working opportunities for all, where permitted by laws or regulations, regardless of
 • Age
 • Disability
 • Gender or transgender
 • Proposed, commenced or completed gender reassignment
 • Race, ethnicity, nationality or national origins or skin colour
 • Religion, belief or philosophical belief
 • Sexual orientation
And all other aspects of diversity including marital status and learning difficulties .
Hygiene Sue will uphold the personal dignity of all staff and learners. We will ensure that they may work and learn without discrimination, harassment and bullying. They should not have to suffer unwanted conduct or have their dignity offended or violated. There must not be an intimidating or hostile atmosphere for them, nor can they be degraded or humiliated or placed in an offensive environment.

Notes and Procedures to the Equality and Diversity Policy

Responsibilities 
The Managing Director is Sue Richardson on behalf of Hygiene Sue. As such, she has the primary legal, moral and social responsibility for ensuring the policy is upheld. The managing Director is also responsible for the implementation and monitoring of this policy. They will ensure that the policy is properly introduced and that staff receive appropriate guidance and training. All Hygiene Sue personnel, its representatives and its learners have the responsibility to uphold the policy.

Monitoring 
Hygiene Sue will review existing procedures as necessary and make changes where they are found to be, or could be discriminatory. This policy will be reviewed annually or sooner if required.

Communication and Training
Hygiene Sue will provide training and guidance for Hygiene Sue personnel, its representatives and customers
on equality and diversity.

Complaints 
Hygiene Sue will review complaints about unequal treatment seriously. Customers and learners are able to use the customer and learner complaint process for this purpose. Colleagues are able to use the grievance or whistle blowing process for this.