Introduction

E-Learn Design believes that diverse and inclusive companies drive innovative results, and that all employees have the right to expect fair and equal treatment in a respectful working environment.

We have adopted policies, statements and charter principles designed to foster a positive organisational culture, with the aim of developing a workforce that is truly representative of all sectors of society, and eliminating unlawful discrimination.

Equality, Diversity & Inclusion Policy

E-Learn Design objectives are to:

• provide a working environment that promotes equality, fairness and respect for all in our employment, whether temporary, part-time or full-time;
• uphold the Equality Act 2010 by opposing and avoiding discrimination based on the protected characteristics of age, disability, gender reassignment or identity, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation; and
• oppose and avoid all forms of unlawful discrimination, including pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, selection for employment, promotion, training or other development opportunities.

To achieve these objectives, we commit to:

• encouraging equality, diversity and inclusion in our workforce, creating an organisational culture that promotes a respectful working environment for all;
• ensuring all employees are aware of their rights and responsibilities under this policy, supported by appropriate and documented channels for an effective voice;
• taking seriously any complaints or reports of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers or any other persons encountered during the undertaking of work activities;
• making opportunities for training, development and progress available to all employees, actively supporting the fulfilment of potential; and
• periodically reviewing employment practices and procedures, updating them when necessary to ensure fairness and to account for changes in the law.

Equal Pay Statement

Understanding that the right to equal pay is protected by law, and in line with the General Duty of the Equality Act 2010, E-Learn Design objectives are to:

• ensure equal pay for employees undertaking the same or similar work, or work considered equivalent or of equal operational value;
• eliminate unfair, unjust or unlawful practices and other discrimination that impacts pay equality;
• promote equality of opportunity and equal pay throughout the workforce; and
• foster good relations between persons who share a relevant protected characteristic and persons who do not in the implementation of equal pay.

To achieve these objectives, we commit to:

• operating a pay and reward system that is transparent, based on objective criteria, and free from bias;
• eliminating unfair, unjust or unlawful practices and other discrimination that impacts pay equality;
• promoting equality of opportunity and equal pay throughout the workforce; and
• fostering good relations between persons who share a relevant protected characteristic and persons who do not in the implementation of equal pay.

Fair Work Practices

E-Learn Design adopted the Fair Work Framework in order to foster a positive organisational culture, and is committed to:

• fair pay for all based on a Real Living Wage;
• stability of employment and the avoidance of exploitative employment practices, such as the use of zero-hours contracts;
• active investment in workforce training and development opportunities;
• a diverse and inclusive workplace, including the promotion of flexible working arrangements; and
• supporting the appropriate channels for effective employee engagement.

Employee Well-Being Statement

E-Learn Design is committed to prioritising the well-being and mental health of our employees by:

• protecting employee mental health by tackling stigma through the promotion of an open and understanding culture;
• empowering employees to take ownership of their own well-being;
• establishing a clear communications policy to support self-guided and personally preferred working hours wherever possible;
• championing flexible working in order to enhance personal well-being and equality of opportunity; and
• recognising that well-being is a shared responsibility and encouraging the challenging of policies or practices that can negatively impact or threaten individual or collective well-being.