Equality and Diversity policy 

The GFI is committed to promoting equality of opportunity for all employees, representatives and job applicants. We aim to create a working environment in which all individuals can make best use of their skills, free from discrimination and in which all decisions are based on merit.

GFI employees shall not discriminate against other staff based on age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation (protected characteristics). The principles of non-discrimination and equality of opportunity also apply to the way in which employees treat Stakeholders and other third-party contacts and former staff members.

Employees have a duty to act in accordance with this policy and always treat colleagues with dignity, and not to discriminate against or harass other members of staff, regardless of their status. Please refer to the separate Anti-harassment and Bullying policy.

Discrimination by or against an employee is prohibited unless there is a specific legal exemption. Discrimination may be direct or indirect and it may occur intentionally or unintentionally.

Direct discrimination occurs where someone is treated less favourably because of one or more of the protected characteristics set out above. For example, rejecting an applicant on the grounds of their race because they would not “fit in” would be direct discrimination.

Indirect discrimination occurs when someone is disadvantaged by an unjustified provision, criterion or practice that also puts other people with the same protect characteristic at a particular disadvantage.

For example, a requirement to work full time puts women at a particular disadvantage because they have greater childcare commitments than men. Such a requirement will need to be objectively justified.

Disability discrimination can include direct and indirect discrimination and is any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

If an employee, is disabled or becomes disabled, the GFI encourages the employee to advise of his/her condition so that he/she can be best supported. If the employee experiences difficulties at work because of his/her disability, the employee may wish to contact his/her Line Manager to discuss any reasonable adjustments that would help overcome or minimise the difficulty.

The manager may wish to consult with the employee and the employee’s medical adviser(s) about adjustments. The GFI will consider the matter carefully and try to accommodate your needs within reason. If the GFI considers a particular adjustment would not be reasonable, it will explain our reasons and try to find an alternative solution where possible.

There may also be changes in the employee’s circumstances including but not limited to gender transitioning and reassignment, pregnancy, adoption, or caring responsibilities. The GFI promotes a supportive environment and encourages employees to discuss with their Line Manager the adjustments and support required within reason.

Measures in place at the GFI to aid EDI:

• Staff training needs will be identified through regular employee reviews. All employees will be given appropriate access to training to enable them to progress within the organisation, and all promotion decisions will be made on the basis of merit.

• We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory.

• We will ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal or other disciplinary action.

• Part-time employees and fixed-term employees will be treated the same as those who are full-time or permanent. Their terms and conditions will be no less favourable (on a proportionate basis, where appropriate), unless different treatment is justified.

If you experience or witness any discrimination, harassment or other breaches to this policy, you should report this to the HR team or your Line Manager.

The GFI commits to reviewing employment practices and procedures when necessary to ensure fairness, and update these and any policies to take into account any changes in the law.