Purpose:
This policy aims to create a supportive and inclusive environment where all individuals have the opportunity to thrive and reach their full potential, regardless of background, identity, or personal circumstances.
Commitment:
Witan Search is committed to fostering a culture of equity, diversity, and inclusion. We believe that our strength lies in our differences, not just our similarities.
2. Scope
This policy applies to all employees, candidates, clients, and partners of Witan Search.
3. Definitions
Equity: Ensuring fair treatment, equality of opportunity, and fairness in access to information and resources for all.
Diversity: The presence of differences within a given setting, including but not limited to race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance.
Inclusion: The practice or policy of ensuring that individuals who might otherwise be excluded or marginalised have equal access to opportunities and resources.
4. Policy Goals
Promote diversity across all aspects of our operations and activities.
Ensure equitable treatment and eliminate discrimination in all its forms.
Foster an inclusive culture where all individuals feel respected, are treated fairly, and can realise their full potential.
5. Strategies and Actions
Recruitment and Employment:
Implement recruitment and career development strategies that promote diversity and ensure equal opportunity at all levels of the organisation.
Communication:
Use inclusive communication methods that reflect the voices of diverse communities and groups.
Accountability:
Regularly evaluate and report on the organisation’s progress towards achieving its EDI goals.
6. Responsibilities
All employees share responsibility for upholding the principles of equity, diversity, and inclusion.
Leadership is accountable for implementing and monitoring policies and practices, and for ensuring that EDI values are communicated and upheld.
7. Complaints and Grievances
Clear procedures will be established to address any allegations of discrimination or harassment, ensuring they are handled with seriousness, confidentiality, and in a timely manner.
8. Review and Adaptation
This policy will be reviewed annually and updated as necessary to respond to emerging challenges and maintain its effectiveness in achieving EDI goals.
9. Implementation
Timeline: Implementation begins immediately, with clear goals set for the short term (1 year), medium term (3 years), and long term (5 years).
Monitoring: A designated EDI officer or committee will oversee ongoing monitoring and reporting of the policy’s implementation and impact.