The formation of this charter is very much to encourage action, not just words.
We ask companies and individuals to think about what needs changing and then set a simple, achievable, target or targets for positive change. These are differences in diversity and inclusion behaviours that they pledge to achieve over the next 12 months. At the end of the 12 months, they are invited to comment on how they feel they got on and then make another pledge for the following year. There is no judgement, just a desire to encourage all parties to try to make a difference.
Schedule quarterly executive & board reviews of diversity and inclusion and set targets
Pledge to understand the real working operations of religious practices and how these can accommodated by leadership members.
Remove all names/date of birth/country of birth before reviewing submitted CVs for your vacancies.
Introduce a zero-strike policy to all employees/clients who use any discriminatory behaviour.
Introduce a communications officer to hold regular personalised 1 to 1 meetings with staff.
Review all male & female salaries of roles against experience & performance to identify any discriminatory gaps.
Along with our members, we collectively promote an environment that allows for diversity and inclusion across the industry.
Not to discriminate based on race, colour, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, or any other status protected by law.
Following values to be taken under consideration during hiring processes:
Put measures in place to: