INCLUSIVE AS F*#! POLICY

WE ARE RADICALLY INCLUSIVE

WHO WE ARE

Schparkly Creative is a radically inclusive brand, design, and marketing studio. We believe in inclusivity, diversity, and sustainability for all. All business decisions are to be made with inclusivity and sustainability in mind...and we believe that MUST be inclusive of all.

INCLUSIVITY POLICY

ALL ARE WELCOME (except assholes). Diversity makes us all stronger, smarter, and just better humans.

RESPONSIBILITY

Wren & Marc Fegarsky, Co-Founders, are responsible for ensuring that this inclusivity policy is implemented, however, all employees have a responsibility in their area to ensure that the aims and objectives of this policy are met...those who don't meet this criteria will be repurposed into a delicious stew.

THE NITTY GRITTY

EDI IS AT THE CORE OF OUR ETHOS

Schparkly is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. We are hell-bent on creating positive change in the world, starting within. We will not work with any company doing harm.

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 be a force for good.

Schparkly - in providing creative branding, design, and marketing services - is also committed against unlawful discrimination of customers.

OUR POLICY’S PURPOSE

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. 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
sexual orientation

3. 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
selection for employment, promotion, training or other developmental opportunities

OUR COMMITMENTS

1. Encourage equality, diversity, and inclusion in the workplace as they are not only good practice but also make business sense!

2. 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 staff 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 staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.
All staff 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.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of Schparkly’s work activities.
Such acts will be dealt with as misconduct under Schparkly’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. We don’t mess around when it comes to inclusivity and keeping people safe.
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. We are deeply committed to fostering a safe workplace for everyone we interact with.

4. Make opportunities for training, development and progress available to all staff, 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 and spread our mission of being inclusive as f*#!.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. 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.

7. 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. We value what different individuals bring to the table!
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.

AGREEMENT TO FOLLOW THIS POLICY

The equality, diversity, and inclusion policy is fully supported by co-founders/directors, Wren & Marc Fegarsky, as per the general guidance of the Advisory, Conciliation and Arbitration Service, Acas.

OUR DISCIPLINARY AND GRIEVANCE PROCEDURES

Details of Schparkly’s grievance and disciplinary policies and procedures, including with whom an employee should raise a grievance – usually their line manager, are made available and clear to all employees. We’re big on communication and creating a safe workplace as free of harmful power dynamics as possible, employees should always feel safe going to their line manager with anything they need.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.