Purpose:
This policy sets out ENVY’s approach to Diversity, Equality, and Inclusion (DEI) in conjunction with the Equality Act 2010.
At ENVY, we don’t just welcome difference; we support it, we celebrate it, and grow from it for the benefit of our colleagues and clients. We recognise and appreciate that individuals from different backgrounds and experiences can offer valuable contribution to ENVY; enhancing the work we do within our organisation and further in the community. As such, ENVY is proud to be an equal opportunities employer and we are committed to improving the diversity of our workforce, as we believe this is what propels the creative industry. We aim to ensure all parts of society is represented and we are pro-actively tackling and eliminating discrimination in all areas of what we do.
What Diversity, Equality, and Inclusion means to ENVY:
Diversity:
At ENVY, we believe diversity is about people’s unique identify, their background, values, perspectives, and beliefs. Each person comprises of visible and non-visible differences and by understanding and respecting these, everyone can feel valued for who they are and their efforts.
Equality:
At ENVY, equality is about offering equal opportunities, breaking down barriers of discrimination and ensuring everyone is equally valued and rewarded for their contributions. We believe through support and encouragement that all individuals can achieve their full potential and develop unique talent and skills.
Inclusion:
ENVY’s mission is to embrace and project a culture of belonging; ensuring all colleagues and clients feel included, supported, and inspired to achieve their individual goals.
Overall:
At ENVY, we acknowledge that diversity, equality, and inclusion are not only interchangeable, but interdependent, therefore, we aim to cultivate diversity of thought, connectedness, and encourage authentic solutions within our industry.
Our promise:
ENVY is committed to:
- Creating an environment in which individual’s differences and their contributions are recognised and valued.
- Creating an inclusive environment that promote dignity and mutual respect.
- Encourage individuals to raise any concerns if they feel themselves or others have been subject to discrimination so that we can apply corrective measures.
- Not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy; this includes working with third parties as identified in the Worker Protection (Amendment of Equality Act 2010) Bill 2022.
- Creating opportunities for training, development, and progression routes available to all staff to push them to achieve their full potential. We have a dedicated Staff Development Manager to support staff and their progression and have training and development systems supporting the training progress process.
- Making decisions in relation to staff only based on merit (apart from any necessary and limited exemptions allowed under the Equality Act 2010).
- Regularly reviewing all our employment practices and procedures so that fairness and equality is maintained and always promoted.
Scope:
In compliance of the Equality Act 2010 (https://www.legislation.gov.uk/ukpga/2010/15/contents), this policy reinforces our commitment to provide equality and fairness to all our employees and not provide less favourable facilities or treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Discrimination:
- Discrimination can be direct or indirect and may occur intentionally or unintentionally:
- Direct discrimination occurs when an individual is put at a disadvantage for a reason related to one or more of the protected characteristics as set out above.
- Indirect discrimination is where any condition, rule or benefit when applied has a greater negative impact upon one group of people (e.g., Female sex) than another.
- Discrimination may also occur when someone is treated less favourably because they have raised concerns about being discriminated against. This is and will be treated as Victimisation and Harassment.
- Disability discrimination: when an employee is disabled or becomes disabled, they are encouraged to let HR know about their condition. This will allow ENVY to put in place any reasonable adjustments they may require enabling them to carry out their usual duties and to the best of their ability.
Accountability:
ENVY has an overall responsibility for the effective implementation of the DEI policy and for ensuring its compliance with the relevant law prohibiting discrimination.
Senior Management and HR are responsible for the success of the policy and must ensure that line-managers are familiar with its contents and apply it ideals. The DEI policy will be regularly reviewed, by HR to ensure it is continuously improved and developed in line with relevant legislations, best practice, and societal culture.
All employees associated third parties and persons, such as freelancers, have a duty to act in accordance with this policy and promote its aims and objectives.
No form of intimidation, bullying or harassment will be tolerated at ENVY. If an individual believes that they have suffered discrimination of any form in the above-mentioned, they should raise this with HR. Any instances raised regarding discrimination will be treated with confidentiality and sensitivity in accordance with ENVY procedure. In line with this ENVY will ensure that individuals who raise such issues, will not be victimised, treated in bias or less favourably as a result.
Reporting:
At ENVY we are continually aiming to improve our diversity statistics, whether that be internally from a recruitment perspective or at board level. These statistics are tracked internally via our HR system IRIS and are reviewed every 6 months by pulling headcount data on the protected characteristics. To view our reporting measures, please reach out to our HR department.
Targets:
At ENVY, we are aiming for the following recruitment targets by 2025:
- 50% of candidates to be from non-degree level background;
- 50% of candidates to identify as female;
- 15% of candidates to be from a minority ethnic background.
When does this policy apply:
This policy is applied to all individuals who are employed by or get in contact with ENVY; it is applicable throughout the employee life cycle, including at recruitment phase.
Associated companies will be made aware of ENVY’s DEI policy and notified that everyone is obligated to comply with its requirements and that any unacceptable behaviour that breaches the policy, will not be tolerated.
The DEI policy is supported by Senior Management.
Right to terminate or amend policy:
ENVY reserves the right to modify, change or remove this policy at any time, in accordance with local laws. This policy does not act in accordance with contractual rights or obligations; both expressed and implied.