Equal Opportunities & Disabled Employment Policy

1.Policy Statement

JamJar Flowers is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.

We aim to create a working environment free from 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 policy applies to all employees, whether temporary, part-time, or full-time, as well as job applicants, contractors, and volunteers.

2. Our Commitments

JamJar Flowers commits to:

  • Preventing Discrimination: Not unlawfully discriminating on the grounds of the Equality Act 2010 protected characteristics, which include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.

  • Equal Opportunities: Making all employment decisions—including recruitment, training, promotion, and pay—based solely on merit, qualifications, aptitude, and ability.

Accessibility: Reviewing all employment practices and procedures to ensure they are fair and do not indirectly discriminate against any group.

3. Disability Employment & Reasonable Adjustments

We are fully committed to supporting staff with disabilities or long-term health conditions. Our commitments include:

  • Recruitment: Ensuring disabled applicants are considered for jobs suited to their aptitudes and abilities, and that our interview process is accessible and inclusive.

  • Reasonable Adjustment: Making practical, reasonable adjustments to the workplace, working arrangements, or equipment to ensure that disabled employees or job applicants are not disadvantaged.

  • Retention & Development: Supporting existing employees who become disabled during their employment, including exploring redeployment or retraining opportunities where necessary, and making sure disabled employees are considered for promotion and development.

  • Confidentiality: Treating all information regarding a disability or health condition with strict confidentiality, in accordance with the Data Protection Act 2018 and GDPR, and only sharing this information with the employee's consent to facilitate necessary adjustments.

4. Responsibilities

  • Manangement: The Directors have overall responsibility for the effective operation of this policy and for ensuring compliance with employment law.

  • Employees: All employees have a duty to treat colleagues with respect, to support the aims of this policy, and to refrain from any form of unlawful discrimination or harassment.

5. Breaches of Policy

JamJar Flowers takes a strong stance against any breach of this policy. Instances of discrimination, harassment, or failure to provide reasonable adjustments without justification will be investigated and may result in disciplinary action up to and including summary dismissal for gross misconduct.

6. Raising a Complaint

If you believe you have been discriminated against or have not received reasonable adjustments, you should raise the issue informally with your line manager or formally through our Grievance Procedure. You will be protected from victimisation for making a legitimate complaint or assisting in an investigation.