Equality and Diversity Policy
It is the policy of Capital International to provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time. Capital will 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 (gender) and sexual orientation.
Capital embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects that belief and enables each employee to feel respected and able to give their best. This includes 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 employees are recognised and valued. Furthermore, the Company will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.
The policy applies to recruitment and selection, terms and conditions of employment, including pay and benefits, promotion, training, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, developmental opportunities and transfer, and every other aspect of employment.
The Company will regularly review its procedures and selection criteria to ensure that individuals are selected, promoted and otherwise treated according to their relevant individual abilities and merits.
Capital International is committed to the implementation of this policy and to a programme of action to ensure that the policy is, and continues to be, fully effective in eliminating unlawful discrimination. The overall responsibility for the policy lies with the HR Manager. However, all employees are required to conduct themselves to help the company 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.
Any act of contravening this policy will be dealt with as misconduct under the company’s grievance and/or disciplinary procedures, and any 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.