Eximex UK Ltd is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

Eximex UK’s commitment to promoting equality, diversity, and inclusion in all aspects of our operations, policies, and practices.

Eximex maintain their legal compliance that our commitment to complying with all relevant laws and regulations related to equality, diversity, and non-discrimination, such as anti-discrimination legislation, equal pay laws, and accessibility requirements.

Eximex’s scope and applicability is upheld in this policy and applies to all employees, job applicants, clients, customers, contractors, and any other individuals or groups interacting with your organization.

Eximex emphasise that our organisation prohibits discrimination, harassment, victimization, and any other form of unfair or unequal treatment based on protected characteristics such as age, race, colour, ethnicity, nationality, gender, sexual orientation, gender identity, disability, religion, or any other characteristic protected by law.

Eximex promote an inclusive and respectful work environment where all individuals are treated with dignity and respect, regardless of their backgrounds or identities. Encourage teamwork, cooperation, and mutual understanding among employees.

Eximex ensure that our organisation is committed to fair and unbiased recruitment and selection processes, free from any form of discrimination. We promote diverse candidate pools and inclusive practices to attract individuals from all backgrounds.

Eximex express our commitment to providing equality and diversity training to employees at all levels, helping them recognise unconscious biases, understand the importance of diversity, and develop inclusive behaviours and practices.

Eximex have commitment to providing reasonable accommodations for individuals with disabilities or those requiring adjustments to ensure equal opportunities in the workplace.

Eximex have commitment to fair and equal pay practices, ensuring that compensation and benefits are determined based on factors such as skills, experience, and job requirements, rather than protected characteristics.

Eximex encourage employees to report any instances of discrimination or harassment and provide clear procedures for reporting complaints. Assure employees that all reports will be taken seriously and investigated promptly, and that there will be no retaliation against those who come forward.

Eximex outline our commitment to monitoring and evaluating the effectiveness of our equality and diversity initiatives, regularly reviewing policies and practices to identify areas for improvement and ensure ongoing compliance.

Eximex emphasize the importance of open communication and raising awareness about equality and diversity issues within the organization. We encourage dialogue, feedback, and the sharing of best practices among employees.

The 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.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

Eximex policy’s purpose is to:

Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation.

Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

Eximex commits to:

Encourage equality and diversity in the workplace as they are good practice and make business sense.

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 policy.

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.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.

In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

Eximex make 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.

Eximex review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

Eximex monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in this equality policy.

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Details of the organisation’s grievance and disciplinary policies and procedures can be found on both our Notice Board and can be printed off on request to the Administration Department. This includes with whom an employee should raise a grievance – usually their line manager.

Use of Eximex UK Ltd’s grievance and/or disciplinary procedures does not affect an employee’s statutory rights.