Long Story Short equality, diversity and inclusion Policy

Policy date: to be reviewed by the Company Directors annually and signed off by the whole team, next review date 01/12/2021

Our company:

Long Story Short are a small, privately run business. We try to install responsible ethics and outlook in the work we do, the everyday running of our agency and the relationships within our team and clients. Opportunities for equality and diversity are embraced and employed wherever possible in with a small team, and while we’re proud of the culture we maintain, we’re aware there’s more work to do. This policy is to help keep us on track and remind us of our goals, both with our internal culture and in our relationships and interactions with our clients, partners and the work we produce.

Our policy:

Long Story Short is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation – in providing goods & services – is also committed against unlawful discrimination of clients or the public.
The policy’s purpose is to:

• provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
• oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training the whole team about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by the whole team. It is open to any member of the team to contribute to at any time.

Our action plan:

• ED&I – We won’t work with clients who breach our policy’s aims & objectives.
• ED&I – Clients, we work with charities at discounted rates where the work they are doing is important to upholding our core beliefs regarding equality, diversity & inclusion. We also support charities independently that work in areas we consider important to upholding these goals.
• Diversity – As a small tight knit team we have limited opportunities for recruitment, but when opportunities arise we will ensure equal opportunities are given to all applicants for any role. We have installed a system of blind CVs between the company directors for recruitment purposes, and employ the Rooney rule in our selection process.
• Diversity – The company Directors will undertake unconscious bias training in an effort to improve our understanding and highlight our weaknesses, so that we can act on them.
• Inclusion – Digital inclusion strategies for disabilities. Due to the nature and wide range in our clients requirements this is often client/budget led, but all options for digital inclusion will be presented to the client and uptake strongly encouraged. In accordance with this we are reviewing and updating our own materials and online presence to lead by example and highlight the importance of this even in smaller organisations.
• Inclusion – All team have regular meetings with regards to their role and place within the company to ensure they continue to feel valued and are offered any relevant opportunities for training and growth within the company. Team members have the option to call a meeting at any time with one or both of the company Directors.
• Inclusion – Maternity, Long Story Short will work specifically with the mother to be on her needs and ensure new needs are accommodated wherever possible and flexible working is offered, exceeding statutory rights.
• Inclusion – Paternity, Long Story Short will work specifically with the father to be on his needs and ensure new needs are accommodated wherever possible and flexible working is offered, exceeding statutory rights.

For more information or to discuss our policy directly please contact sam@longstoryshortdesign.co.uk