Diversity and Inclusion Policy

1. Applicability

This policy applies to:
1.1 All Frafra Baskets employees, contractors and shareholders.

2. Policy Statement

2.1 Frafra Baskets is committed to supporting diversity and to creating an inclusive culture for all its employees. Our business is about people and we strive to create an environment responsive to different cultures and groups in all our interactions with employees, customers, visitors, suppliers, contractors, shareholders, investors and in the communities in which we operate.

2.2 Frafra Baskets is proud to recognise the value and potential that all of our people bring to the workplace regardless of:
• Age
• Disability
• Gender
• Gender Reassignment
• Marital and Civil Partnership status
• Pregnancy & maternity
• Race
• Religion or belief or absence of religion or belief
• Sexual orientation

As part of our mission, we believe that every employee has the right to be treated with respect and dignity throughout their employment with Frafra Baskets and not to be discriminated against. We have a zero tolerance attitude to bullying, harassment or victimisation of any kind.

2.3 Frafra Baskets resolves going above and beyond the minima set out in legislation and we will pro-actively encourage a culture that supports diversity and equal opportunity in all cases.

3. Company Responsibilities

3.1 To actively support diversity and inclusion and to ensure that all our employees are valued and treated with dignity and respect.

3.2 To continually strive to provide employees with a working environment that is free from discrimination, including close oversight of working practices by senior management.

3.3 To ensure managers work in partnership with employees to create and sustain an inclusive working environment where everyone’s unique contribution is valued.

3.4 To ensure that decisions affecting employment, training, promotion and career development are based on an individual’s ability and genuine occupational requirements.

3.5 To comply with relevant legislation by requiring all employees to meet the minimum standards of behaviour and conduct in relation to how they treat their colleagues and other people they have contact with as part of their work with Frafra Baskets.

3.6 To regularly review the policy, its practical application and make any updates to continue to work towards identifying and eliminating any discriminatory practices.

3.7 To provide employees and managers with the appropriate information, via this Policy, on diversity and inclusion in the workplace. As well as to provide diversity & inclusion training for all employees as appropriate.

3.8 To make adjustments to meet the needs of disabled employees, workers and customers where reasonable and practicable to do so.

3.9 To ensure all internal publications and material reflect, in the language and images, the diversity of our employees and customers.

3.10 To provide products and services to our customers and clients without any form of unlawful discrimination and/or harassment.

4. Employee Responsibilities

4.1 To familiarise themselves with this policy and to act in accordance with Frafra Baskets commitment to diversity and inclusion at all times.

4.2 Not to discriminate against colleagues and other people they have contact with as part of their work with Frafra Baskets, treating everyone with respect and helping to create an environment that is free from discrimination and/or harassment of any kind.

4.3 To be sensitive to the potential impact of their behaviour on colleagues, customers, visitors, suppliers and contractors.

4.4 To work in partnership with managers to create and sustain an inclusive working environment, in which everyone’s unique contribution is valued.

4.5 To co-operate with managers in the elimination of any discriminatory practices and/or harassment that may be identified.

5. Recruitment and Selection

5.1 Frafra Baskets endeavours to attract applications from all sections of society and we strive to reflect the diversity of the communities in which we operate.

5.2 We will ensure fair treatment through the recruitment process. This includes:
- Checking that job statements are relevant and non-discriminatory.
- Ensuring that the wording and images used in job adverts reflect and appeal to all sections of society and comply with the law.
- Short-listing only those people whose skills and qualifications most closely match the job statement.
- Asking fair, objective and consistent competency based questions at interview
- Keeping records of the recruitment and selection process, including interviews.
- Monitoring recruitment and selection to ensure equality of opportunity throughout the process and taking steps to eliminate any discriminatory practices.

6. Promotion and Career Development

6.1 Decisions in respect of promotions and career development focus on skills and talents rather than assumptions based on age, disability, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief or sexual orientation.

7 Training

7.1 The role of training is to improve performance in the job, to develop skills and to prepare individuals for other roles and responsibilities. As with promotion and career development, decisions in respect of who is trained and how that training will be facilitated will be based on individual development needs and not on age, disability, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief or sexual orientation.

7.2 If an employee has a disability, Frafra Baskets will make reasonable adjustments, to accommodate individual requirements. Where possible a range of training options will be used, such as e-learning and regional seminars, to ensure that everyone has equal access to training irrespective of disability, location or hours of work.

7.3 Training material will aim to reflect, in the language and images, the diversity of our employees and customers.