Equality & Diversity Policy

We are dedicated to encouraging an equal, diverse, supportive and inclusive culture in our workplace.
We aim to eliminate unlawful discrimination and promote diversity throughout the whole workforce.
We want our workforce to be representative of all sections of society. We will achieve this through equal opportunities given to all job applicants and employees.
We are also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

 

This policy reinforces our commitment to equality and fairness throughout our organisation. Our commitment to employees is that we will not provide less favourable treatment on the grounds of:
• age
• disability
• gender reassignment
• marriage or civil partnership
• pregnancy and maternity
• race (including colour, nationality, and ethnic or national origin)
• religion or belief
• sex
• sexual orientation

We oppose and avoid all forms of unlawful discrimination, including:

• pay & 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 developmental opportunities

We will treat all employees fairly and with respect, whether they are part-time, full-time, or temporary. When selected for employment, promotion, training, or other benefits, it will be based on aptitude and ability only.

Our commitments

 

The organisation commits to:

1. Encourage equality, diversity, and inclusion in the workplace.
2. Take a zero-tolerance stance on bullying, harassment, victimisation, and unlawful discrimination. This includes promoting dignity and respect for all, taking seriously complaints of unfavourable treatment, and disciplining those that breach this policy.
3. Make opportunities for training, development, and progress available to all staff.
4. Make decisions on hiring, promotions, and benefits based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
5. Regularly review practices and procedures to ensure fairness, update them where necessary to take account of changes in the law.
6. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality,
7. To encourage staff to speak up if they feel they have been subject to discrimination.
8. To encourage our employees to treat everyone with dignity and respect.

Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by the Director of YourPneumaMatters Ltd, Elena Eleftheriadou.
We will monitor and review this policy annually to ensure that our ongoing mission to provide an equal and diverse workplace is fulfilled.

Anti-Slavery Policy Statement

Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.

The Company has a zero-tolerance approach to modern slavery, and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our partnerships.

We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our partnerships, consistent with our disclosure obligations under the Modern Slavery Act 2015.

We expect the same high standards from all of our contractors, suppliers and other business partners, and as part of our contracting processes, in the coming year we will include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards.

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

Responsibility for the policy

 

The Company has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

The Company has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery.

Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains.

You are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries are encouraged and should be addressed to the Managing Director, Elena Eleftheriadou.

Compliance with the policy

 

You must ensure that you read, understand and comply with this policy.

The prevention, detection and reporting of modern slavery in any part of our business or suppliers is the responsibility of all those working for us or under our control.

You are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify the company Director, Elena Eleftheriadou, as soon as possible if you believe or suspect that a conflict with this policy has occurred or may occur in the future.

You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or any of our supplier tier at the earliest possible stage.

You should note that where appropriate, and with the welfare and safety of local workers as a priority, we will give support and guidance to our suppliers to help them address coercive, abusive and exploitative work practices in their own business and supply chains.

If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your company Director.

We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains.

Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern.

If you believe that you have suffered any such treatment, you should inform the company Director immediately. If the matter is not remedied, and you are an employee, you should raise it formally with the Citizens Advice Bureau https://www.citizensadvice.org.uk/.

Communication & awareness of this policy

 

Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and updates will be provided using established methods of communication between the business and you.
Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter.

Breaches of this policy

 

Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct. We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.

Anti-Bribery Policy

A) DEFINITION
Bribery is, in the conduct of the Company’s business, the offering or accepting of any gift, loan payment, reward or advantage for personal gain as an encouragement to do something which is dishonest, illegal or a breach of trust. Bribery is a criminal offence. The Company prohibits any form of bribery. We require compliance, from everyone connected with our business, with the highest ethical standards and anti-bribery laws applicable. Integrity and transparency are of utmost importance to us and we have a zero tolerance attitude towards corrupt activities of any kind, whether committed by [insert Company name] employees or by third parties acting for or on behalf of YourPneumaMatters Ltd.

B) PURPOSE

 

The purpose of this policy is to convey to all employees and interested parties of YourPneumaMatters Ltd the rules of the Company in relation to our unequivocal stance towards the eradication of bribery and our commitment to ensuring that YourPneumaMatters Ltd conducts its business in a fair, professional and legal manner.

C) OFFENCE

 

It is a criminal offence to:
a. offer a bribe
b. accept a bribe
c. bribe a foreign official
d. as a commercial organisation, to fail to prevent a bribe

You should be aware that if you are found guilty by a court of committing bribery, you could face up to 10 years in prison and/or an unlimited fine. The Company could also face prosecution and be liable to pay a fine.

D) DEFINITIONS OF BRIBERY AND CORRUPTION

 

Corruption is the misuse of office or power for private gain. Bribery is a form of corruption which means in the course of business giving or receiving money, gifts, meals, entertainment or anything else of value as an inducement to a person to do something which is dishonest or illegal.

E) SCOPE

 

This policy applies to all employees of YourPneumaMatters Ltd, regardless of seniority or site. It also extends to anyone working for or on our behalf e.g. those engaged by us on a self-employed basis or an agency arrangement.

We will encourage the application of this policy where our business involves the use of third parties e.g. suppliers; contractors.

F) GIFTS AND HOSPITALITY

 

We realise that the giving and receiving of gifts and hospitality where nothing is expected in return helps form positive relationships with third parties where it is proportionate and properly recorded. This does not constitute bribery and consequently such actions are not considered a breach of this policy.

Gifts include money; goods (flowers, vouchers, food, drink, event tickets when not used in a hosted business context); services or loans given or received as a mark of friendship or appreciation.

Hospitality includes entertaining; meals or event tickets (when used in a hosted business context) given or received to initiate or develop relations. Hospitality will become a gift if the host is not present.

No gift should be given nor hospitality offered by an employee or anyone working on our behalf to any party in connection with our business without receiving prior written approval from Elena Eleftheriadou, Company Director. Similarly, no gift nor offer of hospitality should be accepted by an employee or anyone working on our behalf without receiving prior written approval from Elena Eleftheriadou, Company Director.

A record will be made of every instance in which gifts or hospitality are given or received.

As the law is constantly changing, this policy is subject to review and the Company reserves the right to amend this policy without prior notice.

G) POLICY

 

It is prohibited, directly or indirectly, to offer, give, request or accept any bribe i.e. gift, loan, payment, reward or advantage, either in cash or any other form of inducement, to or from any person or company in order to gain commercial, contractual or regulatory advantage for the Company, or in order to gain any personal advantage for an individual or anyone connected with the individual in a way that is unethical.

It is also prohibited to act in the above manner in order to influence an individual in his capacity as a foreign public official. You should not make a payment to a third party on behalf of a foreign public official.

If you are offered a bribe, or a bribe is solicited from you, you should not agree to it unless your immediate safety is in jeopardy. You should immediately contact Elena Eleftheriadou (Company Director) so that action can be taken if considered necessary. You may be asked to give a written account of events.

If you, as an employee or person working on our behalf, suspect that an act of bribery, or attempted bribery, has taken place, even if you are not personally involved, you are expected to report this to contact Elena Eleftheriadou, Company Director. You may be asked to give a written account of events.

Appropriate checks will be made before engaging with suppliers or other third parties of any kind to reduce the risk of our business partners breaching our anti-bribery rules.

The Company will ensure that all of its transactions, including any sponsorship or donations given to charity, are made transparently and legitimately.

YourPneumaMatters Ltd takes any actual or suspected breach of this policy extremely seriously and will carry out a thorough investigation should any instances arise.

We will uphold laws relating to bribery and will take disciplinary action against any employee, or other relevant action against persons working on our behalf or in connection with us, should we find that an act of bribery, or attempted bribery, has taken place. This action may result in your dismissal if you are an employee, or the cessation of our arrangement with you if you are self- employed, an agency worker, contractor etc.

Wellbeing Plan

 

CONFIDENTIALITY

 

Information concerning an employee’s mental health is defined as sensitive personal information. This information will only be disclosed to others where necessary.

TRAINING

 

In order to be able to provide valuable support to an employee suffering from poor mental health, managers and other relevant members of staff will attend training in how to support positive mental health and how to deal with poor mental health in employees, including how to identify the signs of poor mental health in employees and how to take appropriate measures to proactively deal with it. Training will also include the taking of swift and appropriate action to discover whether the cause of the concern is work-related.

INTRODUCTION

 

We are committed to supporting our employees/business partners with their mental health and wellbeing. We recognise that worries and concerns about personal problems can have a significant detrimental impact on employees’ physical and mental health, as well as their ability to do their job.

We are committed to ensuring appropriate assistance is provided to any employee who experiences mental health problems.

The purpose of this policy is to assist with creating an open and supportive workplace where managers and employees can discuss any issues associated with mental wellbeing, and to ensure the available resources are known about and offered to employees when needed.

EMPLOYER RESPONSIBILITIES

 

We aim to normalise conversations about mental health or other worries at work and breakdown any stigma. Elena Eleftheriadou will maintain an open-door policy so that suppliers feel comfortable in approaching her with their concerns.

Elena Eleftheriadou will support you to talk openly about your current situation and will not make presumptions about how it is affecting you. She will explore with you what support or adjustments you feel would be beneficial. Your individual needs will be addressed sensitively and confidentiality will be maintained.

If you need additional support, we encourage you to access external help and advice.

ACCESS TO EXTERNAL HELP AND ADVICE

 

You can get free, confidential and independent advice for Mental Health from the National Health Service (NHS) www.nhs.co.uk. For money and debt related advice from the government’s Money & Pensions Service (https://moneyandpensionsservice.org.uk). Further external information and support is available from organisations such as Citizens Advice (https://citizensadvice.org.uk).

BULLYING AND HARASSMENT

 

There is an expectation on all employees to conduct themselves in a supportive, sensitive and open-minded manner towards colleagues/business partners/suppliers. We maintain a zero-tolerance approach to bullying and harassment and will treat any and all complaints seriously. If you feel that you have been mistreated in any way by a colleague because of matters related to your mental health and wellbeing, please make your concerns known to Elena Eleftheriadou, Company Director of YourPneumaMatters Ltd.