Bright Brains Global Ltd is committed to the practice of equality within the organisation and ensures it extends to all matters relating to employment, including recruitment, performance appraisal reviews, training, assessment for promotion, disciplinary action, pay reviews, terms and conditions, grievances, provision of employment references etc.
Equality is a situation or state where all the members of a society or group have the same status, rights, and opportunities.
To eliminate discrimination and encourage diversity amongst its workforce. ensure fair treatment to all.
Training
Bright Brains Global will ensure that all employees are familiar with this Equality policy, and are aware, either through the Induction training process, or specifically arranged training events, of their duties and obligations in ensuring the provision and maintenance of a just and equitable work environment which meets Bright Brains Global overall aims and objectives.
Forms of discrimination
All employees of Bright Brains Global need to be aware that there are seven major forms of discrimination outlined in the Equality Act 2010 –
Direct discrimination – Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic.
Associative discrimination – Associative discrimination is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Perceptive discrimination – Perceptive discrimination is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic.
Indirect discrimination – Indirect discrimination can occur when you have a condition, rule, policy or even a practice in Bright Brains Global that applies to everyone but particularly disadvantages people who share a protected characteristic.
Harassment – Harassment is “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.
Third-party harassment – Third party harassment – The Equality Act makes Bright Brains Global potentially liable for harassment of its employees by people (third parties) who are not employees of Bright Brains Global, such as customers or clients. Bright Brains Global will only be liable when harassment has occurred on at least two previous occasions, and it is aware that it has taken place, and has not taken reasonable steps to prevent it from happening again.
Victimisation – Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.
Bright Brains Global (and in certain cases the employee) may be liable to prosecution and a fine if it is shown that unlawful discrimination in any of the above forms has taken place.
People with a disability
Bright Brains Global recognises that bringing about equality for disabled people* may mean changing the way in which employment is structured, the removal of physical barriers and/or providing extra support. This is the duty to make reasonable adjustments and Bright Brains Global accepts its positive and proactive duty to take steps, which include consultation with the disabled worker, to remove or reduce or prevent the obstacles a disabled worker or disabled job applicant faces at work.
*A disabled person is someone who has a physical or mental impairment that has a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.
Positive Action
Selection for employment or promotion is based solely on merit, having regard to the requirements of the job. However, should obvious inequalities become apparent, and some form of positive action be considered desirable, then such action will be taken.
Review and Improvement
This Policy will be amended from time to time to ensure it remains up-to-date.
Policy was last updated on 01/12/2021
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