Diversity & Equality Policy
#MAKINGADIFFERENCE
DATE REVIEW DATE
January 2024 January 2025
Owner Version Number: Working Date: Legal Sign off by: Date: Type of Policy:
Director Ver06 (no change) 30/11/2020
Authorised by Exec: Effective date of Policy: Circulation:
Exec 31/01/2024 31/01/2024 Internal
Contents 1.
INTRODUCTION & OBJECTIVES .........................................................................1
2.
PURPOSE ............................................................................................................1
1.
INTRODUCTION & OBJECTIVES
1.1
Jumeirah English Speaking School (JESS) is committed to encouraging equality and diversity among its staff. It is equally committed to eliminating unlawful discrimination in all aspects of workplace relations beginning at recruitment.
1.2
The aim is for our staff to be truly representative of all sections of society and for each employee to feel respected, safe and secure so that they are able to give their best.
1.3
JESS, in its provision of educational services and facilities, is also committed against unlawful discrimination of its students, parents, staff and wider public.
2.
PURPOSE
2.1
The Policy’s purpose is to:
2.2
2.1.1
provide equality, fairness and respect for all in JESS employment, whether temporary, part-time or full-time.
2.1.2
not unlawfully discriminate because of age, disability, marriage, pregnancy, maternity, race, colour, nationality, ethnic or national origin, religion or belief and gender.
2.1.3
oppose and avoid all forms of unlawful discrimination. This includes equal pay for men and women for the same work, benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.
The organisation commits to: 2.2.1
encourage equality and diversity in the workplace as they are good practice and make business sense.
2.2.2
create a working environment free of bullying, harassment (including but not limited to sexual, verbal, physical or psychological violence), victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
2.3
This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
2.4
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, students, external stakeholders (e.g. parents) and the public.
2.5
As such, JESS takes seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, external stakeholders, visitors, the public and any others in the course of the organisation’s work activities.
2.6
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. In particular, serious complaints and/or acts that amount to gross misconduct could lead to dismissal without notice. In addition, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.
2.7
To better facilitate adherence to the articles stipulated in this Policy, JESS will: 2.7.1
make opportunities for training, development and progress available to all staff via the school’s Appraisal (or other relevant) mechanism. Staff 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.
2.7.2
review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in UAE law.
2.7.3
monitor the make-up of the staff body regarding information such as age, gender, ethnic background, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy where reasonable and viable in the context of the UAE.
2.8
Monitoring will also include assessing how the equality policy is working in practice, reviewing them at agreed intervals (usually annually), and considering and taking action to address any issues.
2.9
The equality policy is fully supported by the school’s Board of Governors and Senior Management.
2.10
Details of the organisation’s grievance and disciplinary policies and procedures can be found in the respective policies on SharePoint (Staff Grievance Policy and Staff Disciplinary Policy).