DECEMBER 2024

Equality, diversity, and inclusion

MMRG is committed to encouraging equality, diversity and inclusion amongst our team, and eliminating unlawful discrimination of our customers, partners, and the community.

We see diversity as something that goes beyond gender, race, religion, age, disability, sexual orientation or any other characteristic protected under the law. We want to make sure every voice is heard, welcoming all the differences that make us unique individuals.

The aim is for our team to be truly representative of all sections of society, and our customers and partners to feel respected and valued.

Purpose

This policy’s purpose is to set out MMRG’s approach to equality and diversity:

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1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time, or full-time

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2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

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age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including colour, nationality, and ethnic or national origin)
religion or belief
sex
sexual orientation

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3. Oppose and avoid all forms of unlawful discrimination. This includes in:

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pay and 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

Our commitments

‍MMRG commits to:

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Encourage equality, diversity and inclusion 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, and where individual differences and the contributions of all staff are recognised and valued.
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities.
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.
Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
Review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.
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, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.