What we stand for and want to achieve at McCrory Hair:
McCrory Hair is an equal opportunity employer – committed to encouraging diversity, equity and inclusion among our people and eliminating unlawful discrimination.
We want to be truly representative of our society and our clients, and for all our people to feel respected and able to give their best., Our aim is to create work environment where equality, fairness and respect for all our people happens autonomously whether the work on a temporary, part-time or full-time basis.
This policy’s purpose is for McCrory Hair and its people to:
- Commit to not unlawfully discriminate because of specific protected characteristics (as defined by the Equality Act 2010) of which are: age, disability, gender assignment, marriage and civil partnership, pregnancy and maternity/paternity, race (including colour, nationality, and ethnic or national origin), religion or belief, gender and sexual orientation.
- Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, requests for flexible working, and considerations for employment, promotions, training and other development opportunities.
- Commit to encouraging diversity, equity, and inclusion in the workplace. It is good practice and benefits the business, our clients and society.
Diversity – we accept each person as an individual. Our success is built on ability to embrace diversity and we believe everyone should feel valued for their contributions. By working together, we will deliver the best possible service for our people and our clients.
Equity – we understand that we are not all the same, and that we need to adapt how we operate for different people and challenge systems that lead to disadvantage. We strive to build practices and ways of working that are accessible for all our people and meet their individual needs and requirements in order to thrive.
Inclusion – we create a working culture where differences are not just accepted but greatly valued; where everyone has the opportunity to develop in a way that is consistent and fair. We aim to be a place where people feel involved, respected, and connected to our success.
To achieve this, we are:
- Creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination. Promoting dignity and respect for all. Recognising and valuing individual differences alongside the contributions from all our people.
- Providing basic training for all our people about their rights and responsibilities under this Equal Opportunities policy. This includes supporting opportunities in employment and preventing bullying, harassment, victimisation, and unlawful discrimination.
- Ensuring opportunities are available for training, development, and growth across the business. Supporting and encouraging our people to access these opportunities to develop their full potential, allowing their talents and resources to be fully utilised.
- Reviewing employment practices and procedures where necessary to ensure fairness. Review and update our policies where necessary to take account of changes in the law.
- Ensuring decisions concerning our people are based on merit and fair, objective criteria (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act, 2010)
McCrory Hair is committed to monitor the make-up of our teams regarding characteristics such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in order to encourage equality and diversity but also to ensure we meet the aims and commitments set out in the Equal Opportunities policy. Monitoring will also include assessing how this policy and any supporting action plans are working in practice, reviewing, and evaluating them regularly, and taking action to address any issues.
Anti-Harassment
We take seriously all complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, visitors, the public and any others in the course of the businesses work activities. Such acts will be dealt with as misconduct under the procedures set out. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, acts of harassment defined under the Protection From Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic -is a criminal offence.
All our people should understand they, as well as the business, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers and the public.
This is a policy and therefore non-contractual and subject to change from time to time.
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