Equality, Diversity and Inclusion Policy

Overview

The National Association of Commercial Finance Brokers (NACFB) is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

Our goal is to ensure that our workforce reflects the diversity of society and our membership, while fostering an environment where every employee feels respected, valued, and empowered to perform at their best.

Additionally, the NACFB is dedicated to opposing any form of unlawful discrimination against our membership, stakeholders, other partners, and the wider public.

Policy purpose

This policy’s purpose is to:

  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  2. 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
  • sexual orientation
  1. 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
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

The Association commits to:

  1. Promote equality, diversity, and inclusion in the workplace, recognising that they not only represent good practice but also contribute to sound business strategy.
  2. 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 employees are recognised and valued.
    1. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include employees conducting themselves to help the Association provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
    2. All employees 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.
  3. 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.
    1. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
    2. 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.
  4. Make opportunities for training, development and progress available to all employees, 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.
  5. Ensure that all staffing decisions are merit-based, except in cases where specific exemptions or exceptions are permitted under the Equality Act.
  6. 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.