Diversity and Inclusion Policy

Carbon13 welcomes and values diversity in its staff, programme participants, mentors, investors, board members, board advisors, sponsors and partners and seeks to create an atmosphere that is tolerant and respectful of differences and fair. We do this not only because it’s the right thing to do in an unequal society, we do it because it’s the best way to achieve our mission—reducing CO2e emissions though radical innovations.

 

Summary of Principles 

 

Carbon13 is committed to equality of opportunity and fair treatment both as an employer and as a provider of services.  We also work to understand the contribution we can make to equity and to develop creative ways we can support it.

Carbon13 will:

  • Ensure that policies and processes reflect Carbon13’s commitment to equality and its aspiration to equity;
  • Support an ethos of fairness, courtesy and respect;
  • Ensure that everyone is treated fairly regardless of their race, colour, nationality, ethnic or national origin, sex, family responsibilities, disability, age, sexual orientation, gender reassignment, marriage or civil partnership, pregnancy or maternity, political or religious beliefs, socio-economic group, trade union activity or background;
  • Ensure that members of staff are trained and promoted on the basis of their abilities and the requirements of the job and are employed and retained in a non-discriminatory manner;
  • Monitor and review regularly the operation of this policy.

Carbon13 will monitor all work to ensure fair treatment and identification of patterns of under-representation. Every reasonable effort will be made to develop appropriate strategies to address patterns of under-representation.

 

Application of the Principles to Members of staff, Mentors and Advisors  

 

In the recruitment and selection of staff, mentors and board members, Carbon13 aims to ensure posts are graded fairly and using sound methods; to encourage applications from eligible applicants; to ensure that all applicants are treated fairly, and to appoint the individual who is best suited to the post. Opportunities will be described accurately and only requirements that are objectively necessary to the post will be stipulated in the job/role description and person specification. Selection methods will be employed that enable fair and objective assessment of each applicant’s suitability against the actual requirements of the post/role.  We will monitor and keep under review our recruitment and selection process, making every reasonable effort to ensure that these reflect best practice and address any barriers to equity identified in this process.

 

Carbon13 will respond constructively to request from applicants with disabilities for reasonable adjustments to be made to application and selection arrangements and, where an appointment is made or place offered, to premises and work arrangements.

 

Carbon13 will seek to develop an ethos in which all staff, mentors, board members/advisors and programme participant, regardless of role, are valued and will promote a range of working patterns, which recognise and help everyone to resolve their work and personal commitments.

 

Members of staff, mentors, board members/advisors who are concerned about the behaviour of a colleague may raise their concerns under the Dignity at Work Policy.

 

Disciplinary action may be taken against any member of staff in cases where it can be shown that they have failed to comply with the requirements of this policy.

 

Application of the Principles to Programme participants 

 

No programme participant will be treated less favourably on the grounds of race, colour, nationality, ethnic or national origin, sex, family responsibilities, disability, age, sexual orientation, gender reassignment, marriage or civil partnership, pregnancy or maternity, political or religious beliefs, socio-economic group, trade union activity or background.  Where a service cannot be offered to all who wish to use it, the selection criteria will be fair and reasonable.

 

Carbon13 will use appropriate marketing strategies and ensure that publicity material, events and information are available to the widest possible range of programme participants, paying particular attention to language, wording, images, content and format.

 

Carbon13 will seek to develop an ethos in which all staff, mentors, board members and programme participants, are valued and will promote a range of working patterns, which recognise and help everyone to resolve their work and personal commitments.

 

Discrimination towards or harassment of Carbon13’s staff by programme participants, partners or other people associated with the business will not be tolerated.