Our Aims

At Popla, we're committed to creating a workplace where everyone feels valued and included. We're dedicated to ensuring fairness and equality for all employees, no matter their race, ethnicity, gender, sexuality, or background. We celebrate diversity and strive to foster an inclusive culture where every team member can thrive and succeed.

Responsibility

Rob and Claire are responsible for ensuring that the Diversity, Equity & Inclusion Policy is implemented, and we both ensure that the aims and objectives of the policy are met.

Our Commitment

1. Inclusive Work Environment: We believe that diversity strengthens our organization and drives innovation. We are dedicated to creating an environment where all employees, regardless of background or identity, feel welcomed and valued.

2. Investing in Diversity, Equality, and Inclusion: We understand the importance of investing in and supporting diversity, equity, and inclusion initiatives. Through our actions and policies, we actively promote fairness, equality, and respect for all individuals.

3. Creating Opportunities: We are committed to providing equal opportunities for professional growth and advancement to all employees. We believe that everyone deserves a chance to thrive and succeed in their career, regardless of their background or circumstances.

4. Promoting Diversity and Inclusion: We are committed to promoting diversity and inclusion in all aspects of our organisation. We celebrate the unique identities and experiences of each individual and strive to create an environment where everyone feels valued and respected.

 Definitions of various forms of discrimination

1. Discrimination: Discrimination is the unfair or prejudicial treatment of people and groups based on characteristics such as race, gender, age, or sexual orientation.

2. Discrimination by Association: This refers to direct discrimination against someone because they associate with another person who possesses a Protected Characteristic. For instance, discriminating against an employee because their spouse has a disability.

3. Perception Discrimination: This is direct discrimination against an individual because others believe they possess a particular Protected Characteristic, even if they do not actually possess that characteristic. For example, not promoting someone because they are perceived to be too old, regardless of their actual age.

4. Indirect Discrimination: This occurs when a condition, rule, policy, or practice in your company applies to everyone but particularly disadvantages people who share a Protected Characteristic. It can be justified if it is a proportionate means of achieving a legitimate aim. For instance, requiring all employees to work full-time may disproportionately disadvantage those with childcare responsibilities.

5. Harassment: This refers to unwanted conduct related to a relevant Protected Characteristic, which has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual. For example, making derogatory comments about someone's religion or sexual orientation.

6. Sexual Harassment: Defined similarly to harassment, sexual harassment involves unwanted conduct of a sexual nature that has the effect of harassment. This can include inappropriate comments, advances, or physical contact of a sexual nature.

7. Retaliation: Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activity, such as reporting discrimination or harassment. This can include termination, demotion, or other forms of retaliation.

Our Approach

1. Education and Training: We provide ongoing education and training to our employees to raise awareness of unconscious biases, promote inclusive behaviours, and foster a culture of belonging.

2. Recruitment and Hiring: We strive to attract and retain a diverse workforce by implementing inclusive recruitment and hiring practices. We actively seek out talent from underrepresented groups and provide equal opportunities for all candidates.

3. Community Engagement: We actively engage with and support diverse communities both within and outside our organisation. We collaborate with external partners and organisations to promote diversity, equity, and inclusion in the workplace and beyond.

Code of Conduct

1. People will be treated with dignity and respect regardless of race, nationality, sex, sexual orientation, gender reassignment, disability and/or age.

2. At all times people’s feelings will be valued and respected. Language or humour that people find offensive will not be used, e.g. sexist or racist jokes or terminology which is derogatory to someone with a disability.

3. No one will be harassed, abused, or intimidated on the ground of his or her race, nationality, sex, sexual orientation, gender reassignment, disability, or age. Incidents of harassment will be taken seriously.

Dealing with Complaints

1. Popla management will approach complaints of discrimination and harassment with utmost seriousness.

2. They will conduct thorough investigations, ensuring the person making the complaint can share their experience in a safe environment.

3. In cases where the complaint is against a specific individual, the company directors will also hear their perspective.

4. Decisions regarding the appropriate action to take will be made with the primary goal of safeguarding the continued inclusion and safety of any member who has experienced discrimination or harassment.

Conclusion

At Popla, diversity isn't just a word for us; it's a fundamental aspect of our identity. We're dedicated to building a workplace where everyone can thrive, valuing each other's differences. By prioritising inclusion and mutual respect, we believe in creating an environment where everyone can succeed and feel valued.