Equality, Diversity, and Inclusion policy
Sigma Pharmaceuticals Plc is committed to encouraging equality, diversity, and inclusion
among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our
customers, and for each employee to feel respected and able to give their best.
Purpose:
• provide equality, fairness, and respect for all in our employment, whether temporary,
part-time or full-time
• 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
Sigma commits to:
• 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 colleagues 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 colleagues conducting themselves to help the
organisation provide equal opportunities in employment, and prevent bullying,
harassment, victimisation and unlawful discrimination.
All colleagues should understand they, as well as Sigma Pharmaceuticals Plc,
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 during the organisation’s work activities.
HR November 23 v2
Next review January 2025
• 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
colleagues, 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 colleagues 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.
Details of the organisation’s grievance and disciplinary policies and procedures can be found
in the Handbook. This includes with whom an employee should raise a grievance – usually
their line manager