Equality and diversity policy.

We want to be recognised as a great business that delights its customers, is sustainable and one which we all can be proud to work in. To achieve this, we recognise the importance of establishing a fair and inclusive work place and business environments, where our people are valued, their differences are respected, and discrimination is eliminated.

We are committed to

  • Respecting and upholding the human rights and dignity of all our people.

  • Providing safe environments for all our people to work and do business in.

  • Creating a culture where all our people feel able to speak up about any concerns.

  • Addressing any instances of inappropriate or unacceptable behaviour such as harassment, bullying, discrimination and victimisation.

What you should expect from us

  • We will support managers to uphold the commitments we make in relation to diversity and inclusion.

  • We will treat you with dignity and respect, regardless of any personal characteristics, and in accordance with the law within the countries we operate in. For example, characteristics may include your, age, a disability, marriage / civil partnership status, pregnancy / maternity, race, religion or belief, sex, or sexual orientation and gender.

  • We will provide guidance, training and support to help our people deliver our diversity and inclusion commitments.

How we achieve this

  • We will regularly review and update our employment approach and practices to maintain our focus on diversity and inclusion.

  • We ensure the principles of this policy are reflected in our employment practices and standard terms and conditions of employment.

Although Renaissance Management Consultancy Limited is a private limited company it does take equality very seriously and has a public sector ethos. This statement provides information about how Renaissance Management Consultancy/Includmi ensures it meets specific equalities duties. 

The Equality Act 2010 clearly states that the following groups must be taken into account as they have protected characteristics.

  1. Age

  2. Disability

  3. Sex (gender)

  4. Race (ethnicity)

  5. Pregnancy and Maternity

  6. Religion and Belief

  7. Sexual Orientation

  8. Transgender

  9. Marriage and Civil Partnership

The information we publish and analyse is clearly linked to the three aims (General Duties) of the Public Sector Equality Duty. General Duties are the things that we aim to achieve.

This policy applies to both children, young people and adults and its principles and values apply equally to everyone.

General Duties

The three aims of the Public Sector Equality Duty (PSED) are to:

  1. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

  2. Advance equality of opportunity between people who share a protected characteristic and those who do not.

  3. Foster good relations between people who share a protected characteristic and those who do not.

Specific Duties

The two specific duties of the PSED are intended to help education organisations meet the general duty. We align with these. They are to:

  1. Publish information to demonstrate how we are complying with the PSED. This information must include, in particular, information relating to people who share a protected characteristic

  2. Prepare and publish equality objectives.

Principles and values

We will collect and use equality information to help us to:

  • identify key issues

  • understand the impact of our policies, practices and decisions on people with different protected characteristics, and thereby, plan them more effectively

  • assess whether we are discriminating unlawfully when carrying out any of our functions

  • identify what the key equality issues are for our organisation

Last updated 12 May 2021