Equality, Diversity and Inclusion Policy

 

1 Equality, Diversity and Inclusion Statement
RiverRock 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 for each
member of staff to feel respected and able to give their best. RiverRock believe that a diverse
workforce contributes to a more creative, productive culture due to the diversity of thought,
perspectives and experiences. RiverRock is committed to providing services to our clients
without discrimination.

2 About this Policy
The policy’s purpose is to provide equality, fairness and respect for all staff and sets out our
approach to the avoidance of discrimination at work. This policy applies in the workplace,
outside the workplace (when dealing with clients, investors, suppliers or other work-related
contacts), and on work-related trips including social events.
The policy applies to all staff engaged with RiverRock whether full-time, part-time, temporary,
as a partner, employee, consultant or intern.

3. Discrimination
All staff and job applicants will receive equal treatment regardless 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 (the
Protected Characteristics).
3.1 We will oppose and avoid all forms of unlawful discrimination. This includes in recruitment,
pay and benefits, terms and conditions of employment, dealing with grievances and discipline,
conduct at work, dismissal, redundancy, leave for parents, requests for flexible working, and
selection for employment, promotion, training or other developmental opportunities.
3.2 The following forms of discrimination are prohibited under this policy and are unlawful:
3.2.1 Direct discrimination: treating someone less favourably because of a Protected Characteristic.
For example, rejecting a job applicant because of their religious views or because they might
be gay.
3.2.2 Indirect discrimination: a provision, criterion or practice that applies to everyone but
adversely affects people with a particular Protected Characteristic more than others and is not
justified.
3.2.3 Harassment: this includes sexual harassment and other unwanted conduct related to a
Protected Characteristic, which has the purpose or effect of violating someone’s dignity or
creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Harassment is dealt with further in our Anti-harassment and Bullying Policy.
3.2.4 Victimisation: retaliation against someone who has complained or has supported someone
else’s complaint about discrimination or harassment.
3.2.5 Disability discrimination: this includes direct and indirect discrimination, 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.

4. Commitment
RiverRock commits to:
4.1 Encouraging equality, diversity and inclusion in the workplace as they are good practice, make
business sense and enable the attraction, retention and development of talented resources.
4.2 Creating 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.
4.3 Developing a workplace where staff feel comfortable bringing their authentic selves to work
and aspiring to have a workforce which reflects staff of varying backgrounds including sex,
ethnicity, age, nationality, disability, religion, sexual orientation, neurodiversity, socioeconomic background and gender identity.
4.4 This commitment includes training all staff 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.
4.5 Encouraging staff to play an active role in promoting and sustaining an inclusive culture
through recruitment, development, personal conduct and performance assessment.
4.6 Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination
by staff, customers, suppliers, visitors, the public and any others in the course of work
activities.
4.7 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 service to our clients.
4.8 Decisions concerning staff being based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
4.9 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.
4.10 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.
4.11 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.

5. Recruitment and Selection
5.1 Recruitment, promotion and other selection exercises such as redundancy selection will be
conducted on the basis of merit, against objective criteria that avoid discrimination. More than
one person will be involved in selection decisions wherever possible.
5.2 Job applicants should not be asked questions which might suggest an intention to discriminate
on the grounds of a Protected Characteristic. For example, applicants should not be asked if
they are pregnant or planning to have children.
5.3 Job applicants should not be asked about health or disability before a job offer is made, except
in the very limited circumstances allowed by law.

6 Disability
If you are disabled or become disabled, we encourage you to talk to us about your condition so
that we can consider what reasonable adjustments or support may be appropriate.

7 Part-time and Fixed Term Work
Part-time and fixed-term employees should be treated the same as comparable full-time or
permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis
where appropriate), unless different treatment is justified.

8. Breaches of this policy
8.1 We take a strict approach to breaches of this policy, which will be dealt with in accordance with
our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross
misconduct resulting in dismissal for employees or a fundamental breach of contract resulting
in immediate termination of a consultancy contract.
8.2 Employees who believe that they may have suffered discrimination can raise the matter
through our Grievance Procedure or Anti-harassment and Bullying Policy. Non-employees are
encouraged to raise the matter with Human Resources. Complaints will be treated in
confidence and investigated as appropriate.
8.3 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.
8.4 You must not be victimised or retaliated against for complaining about discrimination. However,
making a false allegation deliberately and in bad faith will be treated as misconduct and dealt
with appropriately. For employees, it is likely that such matters would be dealt with under our
Disciplinary Procedure.
8.5 Staff should understand they can be held personally liable for acts of bullying, harassment,
victimisation and unlawful discrimination, in the course of their employment or engagement,
against fellow staff, customers, suppliers and the public.
The equality, diversity and inclusion policy is fully supported by the Executive Committee.

 

Equality, Diversity and Inclusion Policy

3 Equality, Diversity and Inclusion Statement
RiverRock 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 for each
member of staff to feel respected and able to give their best. RiverRock believe that a diverse
workforce contributes to a more creative, productive culture due to the diversity of thought,
perspectives and experiences. RiverRock is committed to providing services to our clients
without discrimination.

4 About this Policy
The policy’s purpose is to provide equality, fairness and respect for all staff and sets out our
approach to the avoidance of discrimination at work. This policy applies in the workplace,
outside the workplace (when dealing with clients, investors, suppliers or other work-related
contacts), and on work-related trips including social events.
The policy applies to all staff engaged with RiverRock whether full-time, part-time, temporary,
as a partner, employee, consultant or intern.

3. Discrimination
All staff and job applicants will receive equal treatment regardless 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 (the
Protected Characteristics).
3.1 We will oppose and avoid all forms of unlawful discrimination. This includes in recruitment,
pay and benefits, terms and conditions of employment, dealing with grievances and discipline,
conduct at work, dismissal, redundancy, leave for parents, requests for flexible working, and
selection for employment, promotion, training or other developmental opportunities.
3.2 The following forms of discrimination are prohibited under this policy and are unlawful:
3.2.1 Direct discrimination: treating someone less favourably because of a Protected Characteristic.
For example, rejecting a job applicant because of their religious views or because they might
be gay.
3.2.2 Indirect discrimination: a provision, criterion or practice that applies to everyone but
adversely affects people with a particular Protected Characteristic more than others and is not
justified.
3.2.3 Harassment: this includes sexual harassment and other unwanted conduct related to a
Protected Characteristic, which has the purpose or effect of violating someone’s dignity or
creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
Harassment is dealt with further in our Anti-harassment and Bullying Policy.
3.2.4 Victimisation: retaliation against someone who has complained or has supported someone
else’s complaint about discrimination or harassment.
3.2.5 Disability discrimination: this includes direct and indirect discrimination, 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.

 

4. Commitment

RiverRock commits to:
4.1 Encouraging equality, diversity and inclusion in the workplace as they are good practice, make
business sense and enable the attraction, retention and development of talented resources.
4.2 Creating 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.
4.3 Developing a workplace where staff feel comfortable bringing their authentic selves to work
and aspiring to have a workforce which reflects staff of varying backgrounds including sex,
ethnicity, age, nationality, disability, religion, sexual orientation, neurodiversity, socioeconomic background and gender identity.
4.4 This commitment includes training all staff 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.
4.5 Encouraging staff to play an active role in promoting and sustaining an inclusive culture
through recruitment, development, personal conduct and performance assessment.
4.6 Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination
by staff, customers, suppliers, visitors, the public and any others in the course of work
activities.
4.7 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 service to our clients.
4.8 Decisions concerning staff being based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
4.9 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.
4.10 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.
4.11 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.

 

5. Recruitment and Selection
5.1 Recruitment, promotion and other selection exercises such as redundancy selection will be
conducted on the basis of merit, against objective criteria that avoid discrimination. More than
one person will be involved in selection decisions wherever possible.
5.2 Job applicants should not be asked questions which might suggest an intention to discriminate
on the grounds of a Protected Characteristic. For example, applicants should not be asked if
they are pregnant or planning to have children.
5.3 Job applicants should not be asked about health or disability before a job offer is made, except
in the very limited circumstances allowed by law.

 

6 Disability
If you are disabled or become disabled, we encourage you to talk to us about your condition so
that we can consider what reasonable adjustments or support may be appropriate.

 

7 Part-time and Fixed Term Work
Part-time and fixed-term employees should be treated the same as comparable full-time or
permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis
where appropriate), unless different treatment is justified.

 

8. Breaches of this policy
8.1 We take a strict approach to breaches of this policy, which will be dealt with in accordance with
our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross
misconduct resulting in dismissal for employees or a fundamental breach of contract resulting
in immediate termination of a consultancy contract.
8.2 Employees who believe that they may have suffered discrimination can raise the matter
through our Grievance Procedure or Anti-harassment and Bullying Policy. Non-employees are
encouraged to raise the matter with Human Resources. Complaints will be treated in
confidence and investigated as appropriate.
8.3 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.
8.4 You must not be victimised or retaliated against for complaining about discrimination. However,
making a false allegation deliberately and in bad faith will be treated as misconduct and dealt
with appropriately. For employees, it is likely that such matters would be dealt with under our
Disciplinary Procedure.
8.5 Staff should understand they can be held personally liable for acts of bullying, harassment,
victimisation and unlawful discrimination, in the course of their employment or engagement,
against fellow staff, customers, suppliers and the public.

The equality, diversity and inclusion policy is fully supported by the Executive Committee.