As a responsible employer we take our obligations to our employees extremely seriously, to that end we fully endorse the ILO Declaration on Fundamental Principles and Rights at Work as an expression of commitment by Sector 8 Solutions to uphold basic human values – values that are vital to our social and economic lives. Please follow this link for further information on the ILO.
Equality & Diversity Policy
Sector 8 Solutions is committed to operating with integrity and honesty throughout all aspects of its business and on this basis we expect all employees and customers to behave as such at all times.
The company has a zero tolerance approach to racism or any form of unethical or unfair conduct of any kind against any person and all employees are required to avoid any activities that might lead to, or suggest, a conflict of interest with the business of the Company or a breach of the Law.
Our statement of commitment:
“Sector 8 Solutions (‘the Company’) is committed to providing services which embrace diversity and which promote equality of opportunity. As an employer we are also committed to equality and valuing diversity within our workforce. Our goal is to ensure that these commitments, reinforced by our Values, are embedded in our day to day working practices with all our customers, colleagues and partners.”
We will provide equality of opportunity and will not tolerate discrimination on grounds of:
gender, gender identity, marital status, sexual orientation, race, colour, nationality, religion, age, disability, HIV positivity, working pattern, caring responsibilities, trade union activity or political beliefs – or any other grounds.
We will demonstrate our commitment by:
• promoting equality of opportunity and diversity within the communities in which we work and with all our partners and workforce;
• aiming to build a workforce which reflects our customer base, within the diverse communities in which we work, with the aim of having parity of representation across the workforce;
• encouraging recruitment from groups currently under represented in the Company, and progression once within the Company;
• treating our customers, colleagues and partners fairly and with respect;
• promoting an environment free from discrimination, bullying and harassment, and tackling behaviour which breaches this;
• recognising and valuing the differences and individual contribution that people make;
• providing support and encouragement to staff to develop their careers and increase their contribution to the organisation through the enhancement of their skills and abilities;
• building in legislative requirements and best practice (for example as set out in Codes of Practice from the Commission for Racial Equality on Race) to all our service delivery and employee policies and procedures, and supporting these with appropriate training and guidance.
Every person working for the Company has a personal responsibility for implementing and promoting these principles in their day-to-day dealings with customers, with each other and with partners. Inappropriate behaviour is not acceptable.
We will measure and report on the effectiveness of our service delivery and employee policies and processes in relation to these principles, by building performance monitoring and
management information requirements into policy and product development. This information will be used to inform future policy and to enhance business processes.
The Directors are responsible for implementing this Policy. If any instance of discrimination and/or unfairness is identified, the company will take immediate action to resolve and prevent further occurrence.
The Directors fully support this Policy and will provide sufficient resources to ensure that the company maintains fully compliant at all times.
This Policy forms part of all Contracts we have with any Client, Supplier, Sub-Contractor or any third party and applies to all personnel working for or on behalf of the Company.
The Company will conduct all business in accordance with this Policy.
All Company Personnel are responsible for complying with this Policy and all applicable discriminatory and related laws in the performance of their duties as an employee or agent of the Company.
The Company’s Legal Department is responsible for providing legal advice regarding the applicable equality & diversity laws and this Policy, including responding to requests for information or for review of proposed activities.
The Company’s Compliance Department is responsible for oversight of the testing of the Company’s internal controls established in accordance with the current legislation.
Reporting a Violation
If you receive information that improper conduct has occurred or that any other violation of applicable equality & diversity laws or this Policy may have occurred, you must notify our Legal Department as soon as possible. You should indicate that you are reporting this information as a confidential communication for the purpose of obtaining legal advice.
Once you have made a report, no further action should be taken until a response is received. Any Manager or other person to whom a suspected violation is reported must ensure that the Sector 8 Solutions Board of Directors are notified promptly.
The Company will not permit retaliation against any person who, in good faith, reports a suspected violation of this Policy.
Training and communications
This policy and relevant guidance will be communicated to employees across the Company through our established internal communication channels. We will also communicate this policy to our suppliers, contractors and business partners and wider stakeholders.
Monitoring and review
The company will review the implementation of this policy in respect of its suitability, adequacy and effectiveness and make improvements as appropriate. This Policy will be reviewed on an annual basis or immediately following a change in UK legislation.
Raising concerns and seeking guidance
Through the application of this Policy, everyone in Sector 8 Solutions is accountable for conducting themselves with honesty and integrity at all times and on this basis all employees are encouraged to raise concerns about any instance of malpractice at the earliest possible stage.
Internal controls and audit
The Company has established mechanisms to maintain accurate records – available for inspection – which properly and fairly document financial transactions and agreements. Internal control systems
are subject to regular audits to provide assurance that they are effective in countering corrupt practices.
A copy of this policy is provided to each employee as part of the Company Induction.
A copy of the code of practice for racial equality is freely available from our Legal Department upon request.