Indigo works exclusively with the Arts, Culture and Heritage sector, and would therefore regard our values as being well-aligned with those of the many Cultural charities we work with, embedding inclusion, equality and diversity at the heart of all our collective work. Our work is invariably concerned with ensuring equality of access to culture through identifying the needs of excluded groups, measuring impact, attitude or behaviour - whilst also balancing this with the sustainability of the cultural organisations themselves.
We comply with the requirements of the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1995. All employees of Indigo Cultural Consulting Ltd. must assist in removing or changing practices that lead to discrimination whether directly or indirectly. They must also work to promote best-practice with regard to Equal Opportunities.
Recruitment, Selection and Promotion
Criteria for the recruitment, selection or promotion of employees will be based on their ability and potential to do the job. Adverts, interviews and other procedures associated with recruitment, selection and promotion must all be designed to be non-discriminatory. Employees taking part in the design of such processes should consult with the CEO. We will operate blind shortlisting of candidates. Wherever possible more than one person will be involved in the recruitment process. Those involved in recruitment & selection will be trained to avoid indirect and unintentional discrimination.
Conditions of Service
Employees are expected to behave in a non-discriminatory way. Actions or words which reflect prejudice against people on the basis of disability, gender, religion, sexual orientation, race, colour, or ethnic origin or which are against the spirit of this policy will not be tolerated. Such behaviour is considered a serious disciplinary matter which may, in some cases, lead to dismissal.
Access
Indigo strives to be an accessible company to work for, and to ensure that access considerations are factored into any of the services it provides or recommends, and how it operates.
This includes:
- Making reasonable adjustments to ensure that all employees, colleagues and clients can participate fully in the work being undertaken.
- Communicating with persons with disabilities in ways that take into account their disability.
- Considering any customer facing interventions or recommendations (eg. surveys) to ensure that they can be accessed by people using assistive devices
- Communicating findings and reports in appropriate language and formats to make them accessible to all
- Encouraging Indigo staff to participate in regular training and professional development to improve their knowledge of best practice in accessibility design and presentation
Bullying and Harassment
Our organisation is committed to treating every member of staff with dignity and respect at work or in the course of their work. It is our policy to ensure, as far as reasonably practicable, that all employees are able to work in an environment free from bullying and harassment.
There is no single definition of what constitutes unacceptable behaviour. What is acceptable behaviour to one member of staff may not be acceptable to another. We should all be aware of the effect that our behaviour or language may have on others.
There are various types of behaviour which are forms of, or could lead to bullying and harassment. They can have a detrimental effect on both individuals and the organisation, significantly lower staff morale and motivation, cause increased absenteeism and turnover of staff and, in some cases, end in legal proceedings.
Although unacceptable behaviour may be repetitive, a single incident may be serious enough to merit immediate disciplinary action. Bullying and harassment do not necessarily occur on a face to face basis. They might also be through written, email, text or telephone communication, social networking sites, comments posted online, downloading offensive materials or graffiti. Behaviour outside the workplace can fall within the scope of the policy.
Definitions
Harassment
ACAS describes harassment as “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.
Examples could include:
- physical or verbal abuse or intimidation
- jokes, banter, insinuations, insults and taunts based on a person’s nationality, age, sexuality, religion etc.
- asking intimate questions about a person’s disability.
Harassment does not depend on the intention of the offender, but on the impact of their behaviour on the victim. What one individual may find acceptable may be unacceptable to another.
Sexual harassment
The Equality Act defines sexual harassment as “unwanted conduct of a sexual nature which has the purpose or effect of violating someone’s dignity or create an intimidating, hostile, degrading, humiliating or offensive environment for them”. The conduct does not need to be sexually motivated only that it is sexual in nature and can cover a wide range of behaviours:
- Sexual comments or jokes
- Propositions and sexual advances
- Intrusive questions about a person’s sex life or a person sharing information about their own sex life.
- Displaying sexually graphic pictures
- Unwelcome touching, hugging, massaging or kissing.
- Sexual gestures
- Sending sexually explicit emails or other messages.
Bullying
ACAS describes bullying as: “Offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient”. Examples could include:
- aggression or verbal abuse
- withholding information from or deliberately excluding an individual
- making others feel upset, humiliated, threatened or vulnerable
- excessive or under supervision
- overruling a person’s authority or undermining skills and capabilities
- setting impossible objectives
The difference between bullying and legitimate exercise of management authority should be clear. Managers have to be able to manage their staff, for example by:
- issuing reasonable instructions and expecting them to be carried out
- setting expected standards of performance supported by the performance management framework
- giving legitimate, constructive and fair criticism of performance or behaviour at work.
Carrying out these duties in a fair, reasonable and consistent manner does not constitute an act of harassment, victimisation, discrimination or bullying. Managers should ensure that they perform these duties whilst upholding the principles of this policy and respecting the dignity of employees.
Procedures for dealing with Bullying and Harassment
The aim of this policy is to stop undesirable and offensive behaviour. Where appropriate, every effort should be made to resolve the situation informally, although it is recognised that some incidents, by their serious nature, will need to be dealt with under the organisation’s formal procedure from the outset. Employees are encouraged to seek to resolve any issues on an informal basis as they arise. Where necessary, formal complaints should be made as soon as possible following the incident(s) and follow the organisation’s complaint process and procedures. All complaints must be taken seriously and dealt with confidentially and promptly. Where formal disciplinary procedures are commenced as a result of an allegation made, information about the allegations, and the evidence supporting them will require to be disclosed to those involved in the process. However any information disclosed must be kept strictly confidential, and must not be discussed without that process.
Responsibility
All employees
- be aware of their own behaviour and its effect on others, ensuring that they remain above reproach at all times
- consistently demonstrate behaviour which is professional, conducive to team-working and respectful of colleagues and customers
- support any colleague who feels they have been harassed or bullied and encourage them to seek help from an appropriate source
- remembering that unless unacceptable behaviour is reported then no action can be taken to deal with it
Managers
- proactively endeavour to ensure that their team works in an environment which is free from harassment, bullying, victimisation and discrimination
- lead by example through a fair and open management style
- ensure that all employees for whom they have responsibility are aware of and understand the policy and procedures in relation to dignity at work, diversity and equal opportunities
- act upon any inappropriate behaviour (in line with this policy and the Disciplinary Policy and Procedure). It is not acceptable to do nothing as you and the organisation may later be held accountable for lack of action.
Employer
As an employer, the organisation will take all reasonably practical steps to ensure that:
- all employees are able to work in a safe and non-threatening working environment
- all managers and other employees are equipped to identify and deal with issues related to harassment, bullying, victimisation and discrimination
- all reasonable steps, including appropriate training and advice are in place to prevent the occurrence of harassment and/or bullying
- all complaints are dealt with sensitively, effectively, professionally and quickly
- incidents of unacceptable behaviour are monitored and issues arising addressed
- policy and procedures are reviewed regularly
July 2025