UNDERSTANDING HOW TO CONTRIBUTE TO A POSITIVE WORKPLACE ENVIRONMENT
As a Manager within XXXXX I am very aware of my responsibilities to promote best practice in relation to equality and diversity within the Organisation and when interacting with clients and suppliers. I understand the difficulties which may occur when inequality and inappropriate behaviours manifest within the workplace. My role within XXXXX is that of a Training Manager for a team of 6 field staff who come into contact with internal and external parties on a day to day basis.
The Organisational Policy on Equality and Diversity
The Organisation’s policy on equality and diversity is available to all employees via a link on the company intranet, and sets out their commitment to ensuring that there is equality and fairness of opportunity for all, should they be employees or job applicants.
It is the overall responsibility of the HR department to ensure the policy is implemented and communicated, and that training is provided to staff.
The Organisation and its management team do not discriminate against employees on the basis of their age, disability, gender reassignment, marital or civil partnership, pregnancy or maternity, race (colour, nationality, ethnic or national origin), religion or belief, sex (gender), or sexual orientation – the “protected characteristics” and aims to ensure that no individual will receive less favourable treatment because of any of these characteristics.
The Policy covers both the relationship of The Organisation with its employees and prospective employees, as well as the relationship between all employees with each other and external contacts such as visitors, clients, suppliers and former employees.
The Policy stipulates that in line with the Equality Act 2010 https://www.gov.uk/equality-act-2010-guidance discrimination is prohibited by law. Discrimination may be direct (when one person is treated less favourably than another person on the grounds of one or more protected characteristic), or indirect (where someone is disadvantaged by criteria or practice which puts a group of people with the same characteristic at a particular disadvantage). It also goes on to set out that Harassment related to any of the protected characteristics is also prohibited, as is victimisation where a person is treated less favourably because they have pursued their rights, or intend to pursue their rights under the Equality and Diversity Policy.
The Policy gives advice on how an employee can gain support where they are disabled or become disabled, and what to do if they experience difficulties at work.

Advice is given on what to do if an employee believes they have been discriminated against, and what to do if they feel they have been the subject of harassment. Further detail around the Organisation’s policy on bullying and harassment is contained within the Policy and gives definitions of what is and what is not bullying. The Policy also gives examples of harassment such as unwanted physical conduct, unwelcome sexual advances, sending or displaying offensive material, mocking and mimicking. Management and employee responsibilities are identified in the document, as well as that of the HR department, and the procedure for dealing with harassment and bullying is set out.
Promoting Equality and Diversity in the Team
Diversity and equality of opportunity should be central to the recruitment and selection process, and as a Manager it is important to promote equality and diversity in the team and ensure that everyone within the team is aware of their responsibilities with regards to equality and diversity.
When advertising do not use terms such as “mature” or “young”. When interviewing, always steer clear of questions remotely personal. The use of potentially discriminatory terms or pertaining to any of the protected characteristics [e.g. “how old are you?” or “are you married?”] are illegal and must be avoided at all costs. HR have