Diversity and inclusion

At Wellcombe, we understand the important role we play in promoting diversity and inclusion and enabling our clients to meet their D&I objectives.

Internally, we are proud of what we have achieved through building awareness and delivering training. Our proactive approach combined with our excellent maternity packages, sabbaticals, and flexible/part-time working (to accommodate working parents) has contributed to us now enjoying a diverse, low-attrition workforce made up of individuals with a much wider range of characteristics and experiences than is typical in our industry, including race, ethnicity, age, sexual orientation, and gender. As an example, over 60% of our workforce is made up of women in a sector that is renowned for being overwhelmingly male-dominated.

We also host and run the “Female Leaders in Technology and Change” networking group, and are regular attendees of the annual “Dive In” (The Festival for Diversity & Inclusion in Insurance).

We recognise the need to continue fighting for diversity and inclusivity and these events enable excellent opportunities for networking and expanding our network of associates as well as increasing our knowledge and approach towards diversity generally.

You can read our policy below.

1. What this policy covers

This policy applies to employees, workers, and contractors of Wellcombe Group, Stellarmann Professional Services Limited & William Alexander (Wellcombe Group).

The Company is an equal opportunities employer. We are committed to equity of opportunity and to providing a service and following practices that are free from unfair and unlawful discrimination. The aim of this policy is to ensure that no applicant, member of staff, worker, client, customer, supplier, contractor or member of the public receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements that cannot be shown to be relevant to performance. It seeks also to ensure that no person is victimised or subjected to any form of bullying or harassment.

We continually engage with our staff as well as external partners to help us to understand how we can make our workplace more inclusive and gain an insight into what our staff need most from us.

Everyone who acts on the Company’s behalf is required to adhere to this policy when undertaking their duties or when representing the Company in any other guise.

The People Manager has particular responsibility for implementing and monitoring the Equity, Diversity & Inclusion Policy and, as part of this process, all personnel policies and procedures are administered with the objective of promoting equity of opportunity and eliminating unfair or unlawful discrimination.

2. Our commitment as an employer

• To create an environment in which individual differences and the contributions of our employees are recognised and valued.
• Every employee, worker or self-employed contractor is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
• Training, development and progression opportunities are available to all employees.
• Equity in the workplace is good management practice and makes sound business sense.
• We will review all our employment practices and procedures to ensure fairness.

3. Our commitment as a service provider

• We aim to provide services to which all clients are entitled, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, offending past, caring responsibilities or social class.
• We will make sure that our services are delivered equally and meet the diverse needs of our clients by assessing and discussing any specific requirements.
• This policy is fully supported by senior management who will regularly update their team members with any changes to practices within the business.
• This policy will be monitored and reviewed annually.
• We have clear procedures that enable our clients, candidates for jobs and employees to raise a grievance or make a complaint if they feel they have been unfairly treated.
• Breaches of our Equity, Diversity & Inclusion Policy will be regarded as misconduct and could lead to disciplinary proceedings.

Policy Statements

Age

We will:

• ensure that people of all ages are treated with respect and dignity;
• ensure that people are given equal access to our employment, training, development and promotion opportunities; and
• challenge discriminatory assumptions about younger and older people.

Disability

We will:

• provide any reasonable adjustments to ensure disabled people have access to our services and employment opportunities;
• challenge discriminatory assumptions about disabled people; and
• seek to continue to improve access to information.

Race

We will:

• challenge racism wherever it occurs;
• respond swiftly and sensitively to racist incidents; and
• actively promote race equality in the Company.

Gender

We will:

• challenge discriminatory assumptions about gender;
• take positive action to redress the negative effects of discrimination against everyone;
• offer equal access for everyone to representation, services, employment, training and pay and encourage other organisations to do the same; and
• provide support to prevent discrimination against transgender people

Sexual Orientation

We will:

• ensure that we take account of the needs of everyone, including the LGBTQ+ communities; and
• Offer equal access for any employees within the LGBTQ+ communities to representation, services, employment, training and pay and encourage other organisations to do the same.

Religion or Belief

We will:

• ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible; and
• respect people’s beliefs where the expression of those beliefs does not impinge on the legitimate rights of others.

Pregnancy and Maternity

We will:

• Ensure that people are treated with respect and dignity during pregnancy and during maternity leave;
• challenge discriminatory assumptions about pregnancy and maternity leave; and
• ensure that no individual is disadvantaged as a result of pregnancy or maternity leave and that we take account of the needs of our employees during pregnancy and during maternity leave.

Marriage or Civil Partnership

We will:

• Ensure that people are treated with respect and dignity and that a positive image is promoted regardless of marriage or civil partnership;
• challenge discriminatory assumptions about the marriage or civil partnership of our employees; and
• ensure that no individual is disadvantaged as a result of their marriage or civil partnership status.

Equal Pay

We will:

• ensure that all employees are treated fairly when it comes to pay and benefits, working in line with our Equal Pay Pledge.

Neurodiversity

We are committed to promoting an inclusive environment for neurodiversity in our organisation. As part of this, we will provide appropriate workplace support to any of our employees who are neurodivergent wherever reasonably practicable. Although we recognise that neurodivergence can cause difficulties for affected individuals, we will focus on the strengths that are brought to the workplace.

We are aware of our obligations under the Equality Act 2010 in relation to making reasonable adjustments for employees who have a disability where they suffer a substantial disadvantage within the workplace, in comparison to non-disabled employees. For more information on our general approach towards disability at work, please refer to our equal opportunities policy.

You will not be treated unfairly or suffer any other form of detriment at work due to your neurodivergence. You will be given the same opportunities as other staff and will not be refused employment, overlooked for promotion and training opportunities or denied any other workplace benefits due to your neurodivergence.

4. Your entitlements and responsibilities

Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Company will take all necessary action to prevent its occurrence.
Specifically, the Company aims to ensure that no employee, worker or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds mentioned at the beginning of this document. This commitment applies to all aspects of employment, including:

• recruitment and selection, including advertisements, job descriptions, interview and selection procedures
• training
• promotion and career-development opportunities
• terms and conditions of employment, and access to employment-related benefits and facilities
• grievance handling and the application of disciplinary procedures
• selection for redundancy

Equity, diversity, and inclusion practice is developing constantly as social attitudes and legislation change. The Company will review all policies and implement necessary changes where these could improve equality of opportunity.

Inclusion

Everyone within the Company must fully understand and comprehend how this policy will affect them, and they must abide by the following when carrying out their duties. When working for or representing the Company you must:

• ensure that you are always presenting the best of yourself at work and in supporting your colleagues so that we encourage an engaged, welcoming and committed workplace which realises the potential of all involved;
• understand the policies surrounding Equity, Diversity and Inclusion in the capacity of your role and how they affect not only you but your fellow colleagues;
• be receptive and open to differences and where appropriate challenge your own thinking to ensure you do not fall foul of making assumptions about colleagues and/or customers who may be different to you;
• understand the full breadth of the negative impact discrimination of any kind can have on the Company, our customers and your colleagues;
• follow the appropriate channels to challenge behaviours that are not inclusive; and
• ensure that the Company’s Equity, Diversity and Inclusion Policy is at the forefront of your mind when dealing with customers in order to respect their differences so that you represent the Company in the correct light.

Managers

In addition, managers must:

• establish inclusive values throughout your team to ensure differences are being valued and inappropriate behaviour is being challenged swiftly;
• take appropriate action where there is a clear breach of the Company’s Equity, Diversity and Inclusion Policy in order to discourage such behaviour and supply relevant training to encourage correct behaviours.
• be a clear role model to the team you manage to demonstrate your own actions and behaviours are in line with those of the Company’s inclusion commitment; and
• consider all steps to ensure inclusion is prevalent within every stage from induction to exiting, ensuring that all decisions taken are based completely on merit and that clear opportunities to develop skills and potential is available to all.

Recruitment of ex-offenders

The Company actively promotes equity of opportunity for all candidates, including those with criminal records where appropriate.
The Company requires you to provide details of any relevant criminal record at an early stage in the onboarding process. Specific rules about which convictions and spent convictions you should disclose and those you need not disclose – known as “protected convictions” – are contained in legislation.

Any such information should be sent in a separate confidential letter to the designated person. Only those who need to see it as a formal part of the recruitment process will have access to this information.

Having a criminal record will not necessarily prevent you from being appointed. Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence(s). The Company will discuss with you the relevance of any offence to the job in question.

Career development

While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.
Everyone will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

However, the Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.

5. Procedure

Complaints of discrimination

Everyone is responsible for the promotion and advancement of this policy. Behaviour, action or words that breach the policy will not be tolerated and could be deemed an act of discrimination.

The Company will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will act where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior manager using the Company’s Grievance Procedure (outlined elsewhere in the Employee Handbook). If the Grievance Procedure does not apply, you should raise a complaint to a senior manager.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Company’s Disciplinary Procedures (or other such appropriate measures where the Disciplinary Procedure does not apply).

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Company will investigate the matter fully.
During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Continuous Improvement

We commit to continuously improve equity, diversity & inclusion within the company through actively challenging our ways of thinking, goal setting, measuring progress and regular policy review