Aviation International Limited (hereinafter referred to as “the organization”) is committed to promoting equality and diversity and promoting a culture that actively values difference and recognizes that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work.

The aim is to be an inclusive organization, where diversity is valued, respected and built upon, with ability to recruit and retain a diverse workforce that reflects the communities we serve.

The organization is also committed to compliance with relevant equality legislation, the United Kingdom Equality Act 2010, Codes of Practice and relevant best practice guidance. This policy pursues and builds on the statutory position to ensure effective policies and practice of promoting equality.

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

This policy applies also to sub-contractors, temporary workers, interns, work experience students, and other people representing the organization but not directly employed by Aviation International Limited.

Equality can be described as breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment, and to goods and services; the basis of which is supported and protected by legislation.

The 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 United Kingdom Equality Act 2010 protected characteristics of:

1. age
2. disability
3. gender identity
4. marriage and civil partnership
5. pregnancy and maternity
6. race (including colour, nationality, and ethnic or national origin)
7. religion or belief
8. sex (gender)
9. sexual orientation

• In addition, the organization includes an environment which is free from any form of discrimination with regard to: caring responsibilities, part-time employment, membership or non-membership of a trade union or spent convictions.

• oppose and avoid all forms of unlawful employment discrimination. This includes in pay and benefits, terms and conditions of employment, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The organization commits to:

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

• create a working environment free of bullying, harassment, victimization and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognized and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organization provide equal opportunities in employment, and prevent bullying, harassment, victimization and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimization and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

• take seriously complaints of bullying, harassment, victimization and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organization’s work activities.

Such acts will be dealt with as misconduct under the organization’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 United Kingdom Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• 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 utilized to maximize the efficiency of the organization.

• decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the United Kingdom Equality Act).

• 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.

• 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 the equality policy.

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

The equality policy is fully supported by senior management.