Equality, diversity and inclusion policy

CENE MEDIA LTD is committed to encouraging equality, diversity and inclusion among our employees, guests of the business, customers and the public in providing free information services through the content we create, present and ensuring elimination of unlawful discrimination.

We ensure all people we work with are respected and able to give their best by supplying them with the adequate tools and information to carry out necessary work and interviews.

We ensure our published content to be truly representative of all sections of society and the inclusive subjects we strive to write about.

The policy’s purpose is to:

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

• Provide equality, fairness and respect within published content 

• Provide equality, fairness and respect of guests of the business, customers and the public

• Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex 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, diversity and inclusion in the workplace, public space and curated content as they are good practice and supports Cene Media Ltds core values.
  

• 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.
  
  This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include employees conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
  
  All employees should understand they, as well as their employer, 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.
  

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others 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.
  
  Further, 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 for themselves and the organisation.
  

• Decisions concerning employees 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 also 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.
  
  Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with employees of the business.

For more information on improving equality, diversity and inclusion in the workplace please VISIT ACAS.ORG

PLEASE NOTE: The individuals and businesses that CENE MEDIA LIMITED feature in our publication ‘cene magazine or publish on our website at cenemagazine.co.uk or on social media do not represent the thoughts, ideas or political views of CENE MEDIA LIMITED. CENE MEDIA LIMITED only wishes to push and promote the positive creativity and innovation of individuals, communities and businesses we work with. We cannot know or be responsible for evolving situations and histories of the subjects we feature. We will only act to remove published content (Website only) based on factual information and not allegations made by an individual or business. If you find any offence to any content we have published, please contact us directly and we will be more than happy to discuss and rectify any issues.