1. Purpose
This policy sets out Murzo Group's commitment to equality, diversity, inclusion, anti-harassment, and dignity at work.
The purpose is to create a respectful environment where people are treated fairly, concerns are taken seriously, and unlawful discrimination, harassment, bullying, victimisation, and retaliation are not tolerated.
2. Scope
This policy applies to Murzo Group directors, workers, contractors, consultants, applicants, agency workers, suppliers, visitors, business partners, and any person working with or on behalf of Murzo Group.
It applies in workplaces, remote work, fieldwork, events, travel, online meetings, email, messaging, social media, recruitment, training, promotion, termination, supplier interaction, and customer interaction.
3. Equality Principles
Murzo Group will make employment, engagement, procurement, and business decisions based on merit, suitability, lawful requirements, objective evidence, and business need.
- Avoid unlawful discrimination, harassment, victimisation, and retaliation
- Treat people with dignity, courtesy, and respect
- Consider reasonable adjustments for disabled people where required and practicable
- Support fair recruitment, selection, training, progression, and work allocation
- Challenge behaviour that undermines dignity, safety, or equal opportunity
4. Protected Characteristics & Fair Treatment
Murzo Group recognises protected characteristics under UK equality law, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Murzo Group also expects respectful treatment regardless of background, nationality, accent, immigration status, working pattern, caring responsibilities, socio-economic background, health condition, neurodiversity, or any other personal characteristic.
5. Harassment, Bullying & Victimisation
Harassment includes unwanted conduct that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. Bullying may include repeated unreasonable behaviour, misuse of power, intimidation, humiliation, exclusion, or aggressive communication.
Victimisation, retaliation, threats, or disadvantage because someone raised a concern, supported a complaint, refused inappropriate conduct, or exercised legal rights are prohibited.
6. Recruitment & Working Practices
Recruitment, selection, vetting, onboarding, work allocation, performance management, training, promotion, and termination should be carried out fairly and consistently.
Questions about health, disability, family status, pregnancy, religion, age, or other personal matters should only be asked where lawful, necessary, and relevant.
7. Raising a Concern
Concerns about discrimination, harassment, bullying, victimisation, or unfair treatment should be raised with a manager, HR contact, director, contract manager, or authorised Murzo Group representative.
Where the concern is serious, involves public interest wrongdoing, or involves a cover-up, the Whistleblowing & Speak Up Policy may also apply.
8. Investigation & Action
Murzo Group will assess concerns fairly and proportionately, taking account of seriousness, evidence, confidentiality, safety, conflicts of interest, and legal requirements.
Possible actions include informal resolution, mediation, management guidance, training, reasonable adjustments, disciplinary action, contract action, supplier review, access restriction, or termination of relationship.
9. Training, Awareness & Culture
Murzo Group may provide guidance, training, or reminders to help people understand expected conduct, equal opportunity, inclusive communication, bystander responsibilities, and complaint routes.
Everyone working with Murzo Group has a responsibility to contribute to a respectful and safe environment.
10. Records, Review & Responsibilities
Murzo Group will keep appropriate records of concerns, decisions, investigation steps, adjustments, actions, and outcomes, subject to confidentiality and data protection requirements.
Managers and authorised representatives are responsible for implementing this policy and escalating concerns. The policy will be reviewed periodically and when legal requirements, working practices, or organisational needs change.
