XL Global Group Ltd. is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
We recognise that it is essential to provide equal opportunities to its employees and anyone applying for employment regardless of their sex, gender reassignment, sexual orientation, age, race, ethnic origin or disability, marriage and civil partnership, pregnancy and maternity, religion or belief.
Our aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
We aim to eliminate any kind of discrimination which can be either direct or indirect; both forms of discrimination must be avoided.
Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex, gender reassignment, sexual orientation, age, race, ethnic origin or disability, marriage and civil partnership, pregnancy and maternity, religion or belief.
Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of sex, gender reassignment, sexual orientation, age, race, ethnic origin or disability, marriage and civil partnership, pregnancy and maternity, religion or belief than persons of another group and is not justifiable in the given situation.
It is the policy of XL Global Group Ltd. to ensure inclusion by confirming that no job applicant or employee receives less favourable treatment on grounds of sex, gender reassignment, sexual orientation, age, race, ethnic origin or disability, marriage and civil partnership, pregnancy and maternity, religion or belief or is disadvantaged by conditions or requirements that cannot be justified. The company is committed not only to its legal obligations; under the Equality Act 2010; but also committed to the positive promotion of opportunity in all aspects of employment.
The company recognises that by adhering to this policy along with good employment practices maximises the effective use of employees both for the company and themselves; there are great benefits in having a diverse workforce with different backgrounds and employed on ability.
XL Global Group Ltd. commits to:
Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy.
XL Global Group Ltd. commits to:
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. This commitment includes providing training to employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
- Make and provide opportunities for training, development and progress available to all staff, who 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.
Advertisements for employment will give suitable clear and accurate information so as to enable potential applicants to assess their suitability for the post; information will be provided in such a manner to ensure anyone can apply & not to restrict persons in terms of sex, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion or belief age, race, ethnic origin or disability.
Recruitment information will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits this particular group; where applicable this will be clearly stated. All descriptions and specifications for employment will include only those that are necessary and justifiable for the effective performance of the work.
Selection for employment will be conducted against defined criteria and will only deal with the applicant’s suitability for the particular job. Where it is necessary to ask questions relating to personal circumstances these will be limited to those related purely to the job; they will be asked to all candidates.
Any employee, supplier, visitor, member of the public or any others may use the complaint/grievance procedure to complain about discriminatory conduct. If the matter relates to sex, gender reassignment, sexual orientation, age, race, ethnic origin or disability, marriage and civil partnership, pregnancy and maternity, religion or belief then the grievance may be raised directly with the Chief Executive Officer. The company is concerned to ensure that employees feel able to raise such grievances and no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.
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, customers, suppliers and the public.
Any employee who harasses any other employee on the grounds of sex, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity, religion or belief age, race, ethnic origin or disability will be subject to the organisation’s disciplinary procedure. In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.
The equality, diversity and inclusion policy is fully supported by senior management.
Colin Laird, XL Global Group CEO
| Document Number | IMS-01-XL-08 |
| Created | 12/09/2019 |
| Reviewed | 22/08/2024 |
| Created/Modified by | Colin Laird |
| Rev | 4 |