Equal Opportunities Policy
Equal opportunity can only be achieved through a shared commitment across the business to recognising and valuing the talents, skills and perspectives of every individual. At LUNA, we believe this is important not only for our people, but for the success of the Company as a whole.
We are fully committed to providing equal opportunities for all directors, employees, applicants, clients, suppliers and other individuals or organisations we work with. We aim to ensure that no one is treated unfairly and that unlawful discrimination, whether direct or indirect, is prevented in all areas of our business.
This policy sets out the Company’s approach to equality, diversity and inclusion and covers discrimination, harassment, bullying and victimisation. It is intended to provide a clear framework for fair treatment across all employment practices and business relationships.
We recognise our obligations under the Equality Act 2010 and other relevant legislation and guidance. We are committed to promoting a working environment in which everyone is treated with dignity, fairness and respect.
People are one of the Company’s most valuable assets and play a central role in achieving our objectives. To support individuals in this role, we will:
Take all reasonable and appropriate steps to ensure that employees are recruited, trained and promoted on the basis of ability, potential and the requirements of the role
Encourage staff to develop their full potential and provide appropriate training and support
Develop and improve communication so employees can see a clear link between their contribution and the achievement of the Company’s objectives
Regularly seek views and ideas from staff to improve the Company’s effectiveness and efficiency
Provide a healthier, safer and more inclusive working environment in which people can contribute and succeed
Dignity at Work
The Company values its employees, clients and wider business relationships and regards any form of discrimination, harassment or bullying as completely unacceptable.
Everyone, regardless of position or seniority, is expected to comply with this policy at all times during the course of employment and business activities, including at work related events and social occasions organised by or connected with the Company.
LUNA’s Responsibility
The Company has a responsibility to ensure that it does not discriminate unlawfully on any of the grounds protected by law. We are committed not only to avoiding discrimination, but to developing positive practices that promote equal opportunities throughout the business.
As an employer, the Company may be legally responsible for the actions of its employees where those actions are carried out in the course of employment. For that reason, the responsibility for providing equality of opportunity rests primarily with the Company, supported by effective monitoring and regular review of working practices.
Responsibilities of Individual Employees and Directors
While overall responsibility sits with the Company, all directors and employees also have an important role to play. Good working relationships and fair practices depend on everyone’s behaviour and attitudes.
All directors and employees are expected to:
Co operate with measures introduced to promote equal opportunity and prevent discrimination
Avoid any behaviour that could amount to unlawful discrimination, harassment, bullying or victimisation
Not instruct, encourage or pressure others to discriminate
Not victimise anyone who has raised a complaint or provided information in relation to discrimination
Not harass, intimidate or abuse colleagues, clients, suppliers or other business contacts
Raise concerns with management if they suspect discrimination or unfair treatment is taking place
Managers and Supervisors
Managers and supervisors have a particular responsibility to:
Make clear to employees the law and the Company’s policy on equal opportunities
Ensure this policy is implemented consistently and fairly
Address breaches of the policy promptly and take appropriate action where necessary
Report concerns involving individuals outside their direct line management responsibility to the appropriate manager
Support and encourage employees in a fair and non discriminatory way
Treat all employees with dignity and respect and give proper consideration to their views
Apply discipline fairly, consistently and in line with the Company’s disciplinary procedures
Remain alert to any signs of discrimination, harassment or victimisation and act appropriately
Promoting a Positive Environment
It is the Company’s policy that no employee, applicant, client, supplier or other person dealing with the Company should receive less favourable treatment because of:
Sex
Sexual orientation
Gender reassignment
Marriage or civil partnership
Race
Colour
Nationality
Ethnic or national origin
Religion or belief
Age
Disability
Pregnancy or maternity
The Company will also seek to ensure that no unjustified provision, criterion or practice places an individual or group at a disadvantage.
Wherever possible, and across all areas of the business, we will promote an environment of respect, fairness and encouragement, enabling our people to contribute fully and achieve their potential.
What Equal Opportunities Means
Equal opportunities means treating people fairly and consistently and not making decisions based on personal characteristics unrelated to the role or situation.
Where it is necessary to assess differences between individuals, for example during recruitment, promotion or performance review, this must be done only on the basis of objective, relevant and lawful criteria applied fairly and consistently.
What Discrimination Means
Discrimination occurs when someone is treated unfairly because of a protected characteristic, or when a rule, policy or way of working disadvantages a particular group without good reason.
Discrimination can take different forms.
Direct discrimination
This is where a person is treated less favourably because of a protected characteristic. For example, refusing to promote someone because they are pregnant or because of their race.
Indirect discrimination
This is where a provision, criterion or practice applies to everyone but disadvantages people who share a protected characteristic, and cannot be objectively justified. For example, requiring something unnecessary for a role that may unfairly exclude certain groups.
Disability discrimination
Disability discrimination may occur where a disabled person is treated unfavourably because of something arising from their disability, or where reasonable adjustments are not made to remove barriers tha