Foodkind CIC (formerly Revolution Zero CIC) is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our volunteers and staff member 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.

  1. The policy’s purpose is to:
    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 (gender)
    and sexual orientation
  3. 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. The organisation 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 employees about their rights and responsibilities
    under the equality policy.Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination 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 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 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

We will 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

  • decisions concerning staff being based on merit (apart
    from in any necessary and limited exemptions and
    exceptions allowed under the 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 supporting action plan, are working in
    practice, reviewing them annually, and considering and
    taking action to address any issue.The equality policy is fully supported by the directors of the CIC.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of
the alleged discrimination. Update on 29/9/2021

Policy F.A-1

Foodkind CIC (formerly Revolution Zero CIC)

Complaints Procedure

For members of the public, volunteers or partners:

  1. Our staff and volunteers try to provide a good level of service at all our projects. However, we recognise there can be mistakes, and welcome members of the public letting us know. This can only enhance the organisation. We strive to treat all complaints seriously and diligently.
  2. Any informal complaints can be made to a staff member or co-ordinating volunteer at a project. They will record the details and try and address the matter.
  3. This record will be sent to the Directors, including any relevant comments about any individuals connected with our projects – with an outline of action taken to resolve matters. This information will follow the rules of the General Data Protection Regulations (see privacy)
  4. Where resolution is not possible, the matter will be referred by the manager to the Board of Directors as a formal complaint.
  5. A letter or email which acknowledges the complaint will be sent; it will outline the process and the timings for this process and be sent within four working days.
  6. If the complaint concerns the conduct or service of a volunteer or employee, the process for handling it will be in accordance with the Disciplinary and Grievance Policy.
  7. The formal complaint will be investigated by a member of the Board of Directors, according to our policies.
  8. Following investigation a decision will be provided to the complainant as soon as possible, but no later than 14 working days from the receipt of the complaint; this may involve discussing the matter with the complainant in person if they wish.
  9. Any monitoring information collected will be used to monitor the effectiveness of the Compliments and Complaints Policy. Information will be processed in accordance with the General Data Protection Regulations, as outlined in the Privacy Statement.

This policy is subject to approval and review by the Board of Directors.
June 2019