Equality & Diversity Policy
Bayside Estates Sales & Lettings LTD (trading as Bayside Property Lounge)
Date of Publication: 14th March 2024
Date for Review: March 2025
Should you require this document in an alternative format, or for further information regarding this policy, please contact:
Name: Carla Louise Davies (Director)
Email: [email protected]
Telephone: 01443 809 836
Purpose of the Policy
The purpose of this policy is to state our organisation’s values on equality and diversity and show how the organisation will put these into practice. We want to show staff, potential staff, and customers that Bayside Property Lounge is serious about fairness.
Bayside Property Lounge recognises and accepts its responsibility to ensure equality and diversity in all areas of operation. This policy will be monitored and reviewed annually.
Policy Aims and Objectives
Bayside Property Lounge is committed to equality for all people and operating in accordance with the 2010 Equality Act, in addition to any associated legislation and relevant Codes of Practice.
The organisation will monitor its policies and procedures to ensure that this policy and its principles are upheld. Every executive, manager, and employee has the responsibility to implement this policy. All staff have a responsibility not to discriminate or harass other staff, customers, landlords, contract holders, and contractors. Any behaviour of this manner should be reported to Carla Louise Davies immediately.
Bayside Property Lounge is an equal opportunity employer. We ensure that the terms and conditions of employment are equitable and non-discriminatory. All opportunities will be awarded fairly and irrespective of the “protected characteristics.” We aim to create a working environment free from discrimination and harassment, where all parties are treated with dignity and respect.
Protected Characteristics
We are committed to ensuring everyone is treated fairly and has equal access to services in relation to the following characteristics identified under the Equality Act 2010:
Age: Refers to an individual of a specific age or an age range.
Disability: Defined as a physical or mental impairment which has a substantial and long-term adverse effect on an individual’s ability to carry out normal day-to-day activities.
Gender Reassignment: The process of changing from one gender to another or having no gender identity (non-binary).
Marriage and Civil Partnerships: Legal unions between two people. Civil partners must be treated in the same way as married couples in legal matters.
Pregnancy and Maternity: Protection from unfavourable treatment during pregnancy and the 26-week period following birth (including breastfeeding).
Race: Includes colour, nationality (including citizenship), or ethnic/national origin.
Religion and Belief: Includes religious and philosophical creeds (e.g., Atheism). People with no religious belief are also protected.
Sex: Man, Woman, or non-binary.
Sexual Orientation: A person’s emotional, romantic, or sexual attraction towards others.
Defining Discrimination
Discrimination may be deliberate or unconscious, individual or institutional. Bayside Property Lounge expects all staff and contractors to understand the following definitions:
Direct Discrimination: Treating an individual less fairly or worse than another because of a protected characteristic.
Indirect Discrimination: When a rule or policy applies to everyone but has a worse effect on someone with a protected characteristic and cannot be objectively justified.
Harassment: Unpleasant behaviour that transgresses dignity or is aggressive, degrading, insulting, or humiliating.
Victimisation: Treating someone unfavourably because they have taken (or intend to take) steps under the Equality Act.
Discrimination by Perception: Discriminating against someone based on a (potentially wrong) perception that they have a protected characteristic.