This statement relates to the employment practices of the BFI and we require people we fund outside the BFI to adopt acceptable diversity and inclusion policies and practices.
Our aim is to ensure that our employees are recruited, promoted and generally treated on the basis of their relevant merits and abilities.
We aim to ensure that:
• no employee or job applicant receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership.
• no employee or job applicant receives less favourable treatment on the grounds of pregnancy and maternity, race, nationality or ethnic origin.
• no employee or job applicant receives less favourable treatment on the grounds of religion or belief, sex, sexual orientation, trade union activity, social background, accent or physical appearance.
The BFI will keep your employment and selection process under review in order to ensure that these aims are achieved as far as possible. The BFI takes action to make this policy as effective as possible. The BFI is a member of Employers Network for Equality & Inclusion, is Disability Confident and a Stonewall Champion.
Managers, supervisors and human resources staff have particular responsibilities for the operation of our policy. All staff are also required to accept their personal responsibility for the applying the policy and to carry out their duties using it.
Any staff who break our policy will be handled under the disciplinary procedure. Employees who consider that they have been the subject of discriminatory action may raise the matter under the grievance procedure. Non-employees such as the self-employed or volunteers have access to our ‘Speaking-Up’ Policy.
Our Diversity and Inclusion Group, representative across the BFI, will regularly considers our policies and practice, monitors progress and makes recommendations.