The-Latest Ltd (for The-Latest.com) is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination.

We aim for our workforce to be truly representative of all sections of society and our clients and for each employee or freelancer to feel respected and able to give of their best. 

The organisation - in providing goods and/or services and/or facilities - is also committed to be against any unlawful discrimination of clients or members of the public. 

The purpose of this policy is to:

•    provide equality, fairness and respect for all those people in our employment, whether temporary, part-time or full-time. 

•    not unlawfully discriminate because of the Equality Act 2010 protected characteristics of race (including colour, nationality, and ethnic or national origin), age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion or belief, sex (gender) and sexual orientation.

•    oppose and avoid all forms of unlawful discrimination. This includes, in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working and selection for employment, promotion, training or other developmental opportunities. 

The organisation commits to: 

•    encourage equality and diversity in the workplace as they are good practice and make business sense.

•    create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all people and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes, training senior team members and all other employees and freelancers about their rights and responsibilities under this equality policy. Responsibilities include, staff conducting themselves to help the organisation provide equal opportunities in employment and prevent bullying, harassment, victimisation and unlawful discrimination.

•    take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, freelancers, clients, suppliers, visitors, members of the public and any other people in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Furthermore, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

•    make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

•    decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010).

•    review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of any changes in the law.

•    monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief and disability in encouraging equality and diversity and in meeting the aims and commitments set out in this equality policy.

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually and considering and taking action to effectively tackle any issues that may arise.