DEI Policy

We believe that Diversity, Equality and Inclusion principles are fundamental to effective leadership.

DEI Statement

Simms Coaching and Consultancy Ltd. is a people-centered organisation, underpinned by ethical and moral principles and core values that express our proactive approach to diversity, equity and inclusion. We are fascinated by differentness, we celebrate diversity in all its guises – recognising the importance of an intersectionality – and we embody the essence of inclusion, where everyone is valued and participation from all is actively encouraged. Indeed, the strength of our team is in the breadth of skills, experience, backgrounds and passions, which we pride ourselves on for a small consultancy firm. It’s because of this arsenal of diversity that we are confident in our ability to carry out our mission to equip and support leaders to deliver transformation. 

Vision

We are hopeful and optimistic about people, possibilities, and the future – as expressed in our core values. It is our belief that principles of diversity, equity and inclusion are essential to positive transformation and a better world for all; our vision, in this respect, is quite simple. We envisage a better world in which the work we have done leaves a positive, meaningful impact through the provision of high quality coaching and collaboration. 

Policy

This policy sets out our commitment to ensure equality of opportunity and the steps we take to prevent any unlawful or unfair discrimination or harassment. It applies to all of our core team, our associate consultants and anyone who works with us.

We are fully committed to the principles of equal opportunities and respect for individuals in creating and maintaining an inclusive environment. We recognise, value, and celebrate diversity, seeing this as a critical part of who we are and what we do. We recruit and work with people from a wide range of backgrounds, with a consideration of intersecting identities, and aim to promote a culture of inclusivity where:

  • A supportive and inclusive culture is fostered, to ensure that everyone both feels and knows that they are valued and that everyone is on the same path of continual development;

  • Opportunities are open to everyone and our decisions are based on merit and are free from conscious and unconscious bias;

  • All members of our core team, associate consultants and the clients we work with are treated with dignity and respect;

  • Everyone is encouraged to be their true self and differentness is celebrated.

We are committed to providing equality for everyone, regardless of:

  • Age

  • Disability

  • Race (including ethnicity, colour and nationality)

  • Sex

  • Gender reassignment

  • Religion or belief (or lack of belief)

  • Sexual Orientation

  • Marriage or Civil Partnership

  • Pregnancy and maternity

These are defined in the Equality Act (2010) as ‘protected characteristics’. To support our equality, diversity and inclusion work, we have a number of linked actions and guidance documents to support this policy.

Responsibilities

As an organisation, we:

  • Take a zero-tolerance approach to all incidents of harassment, bullying and other forms of abuse

  • Value diversity, equity and inclusion and seek to promote these principles in the work that we do

  • Promote respect and good relations between different groups

  • Seek to meet the needs of different groups, whilst promoting shared values

  • Promote an inclusive place of work and learning where people respect others

  • Prevent unlawful discrimination and victimisation

  • Meet our legal obligations and take seriously and deal with situations where someone has broken this policy

The Directors have ultimate responsibility for making sure that this policy is followed in full. All our staff, coaches, trainers and consultants have a responsibility to deliver these equality commitments in their areas of work and responsibility.

We expect all of our staff, learners, trainers and consultants as well as others who work with us, to adhere to this policy and to follow associated guidelines. Everyone is expected to promote a culture which is free from unlawful discrimination, harassment and bullying and to act as an ally and active bystander when they see behaviours which breach our policy.

As part of our commitment to zero tolerance, we will act on every report of harassment, discrimination, bullying or other behaviours which undermine someone’s dignity.

Legal and Statutory Obligations

We will meet all statutory obligations under relevant legislation and, where appropriate, anticipate future legal requirements. This will be informed by:

  • The Equality Act (2010) and associated secondary legislation

  • Criminal Justice and Immigration Act (2008)

  • The Racial and Religious Hatred Act (2006)

  • The Civil Partnership Act (2004)

  • The Gender Recognition Act (2004)

  • Criminal Justice Act (2003)

  • The Human Rights Act (1998)

  • The Protection from Harassment Act (1997)

  • Special Education Needs and Disability Act (2001)

In addition, we will be informed by the Codes of Practice or Guidance issued by the Equality and Human Rights Commission and other relevant bodies. These Codes are not legally binding (though they are admissible as evidence in Employment Tribunals) and we support them fully.

Implementation

To ensure that we meet both our legal/statutory requirements as well as the commitments set out in this policy we will:

  • Ensure that all members of our core team, associate consultants, others who work with us are aware of our policy

  • Ensure that any concerns can be raised with the Chief Executive or Chief Operating Officer who will oversee any investigation

  • Provide all members of our core team, as well as associate consultants, with guidance to ensure that they are competent and confident to promote diversity, equity and inclusion through their work and interaction with others

  • Ask for commitments from our clients to make sure that they take steps to prevent discrimination and promote diversity, equity and inclusion, as expressed in our core values.

Reporting incidents

If you are a member of the core team, an associate consultant working on behalf of Simms Coaching and Consultancy Ltd., or a client or organisation we are working with or have worked with, and believe that you have been subject to discrimination, harassment, bullying, victimisation based on protected characteristics directly or indirectly, or any other behaviour which causes distress, we take this very seriously. You may be able to address this informally with the person concerned, but we recognise that an informal approach may not always be appropriate. You can report concerns at any time to the Chief Executive Officer, Dennis Simms at dennis@simmscoaching.co.uk, or to the Chief Operating Officer, Jonathan Lansley-Gordon at jon@simmscoaching.co.uk so that appropriate action can be taken.

Language and Terminology

We recognise that insensitive use of language and terminology can cause offence and may indicate prejudice and potential discrimination. Language and terminology is not always neutral and free from bias and words and phrases can be associated with negative attitudes and may unintentionally offend people, including members of groups who face prejudice, harassment or discrimination. We recognise that intention is irrelevant; and we recognise the importance of openness and willingness to be called out and called in as appropriate. 

Although some use of language or terminology which gives offence may be unwitting, we provide guidance for members of our core team, and our associate consultants, to mitigate against the use of language which may cause offence to others. This includes in spoken or written communication as well as in training and other material, including on social media.

Language and terminology changes over time and we are mindful of this. Our ethos, core values and practices ensure we stay up-to-date with consensus views on topics related to diversity, equity and inclusion and we provide opportunities and guidance to help people to reflect on the language and terminology that they use and evolve accordingly. 

Advertisements and information

Our advertisements and information will state our commitment to equality, diversity and inclusion. We will seek to ensure that our language and images are kept under review for inclusivity.

This privacy policy was created on 23 February 2023.