Discrimination policy

Last updated 1st September 2017






Our Commitment on Discrimination


Brighton Getaways Limited is committed to eliminating unlawful discrimination and promoting equality and diversity in our own policies, practices and procedures and in influencing others to do the same in our dealings with staff, clients, guests, and third parties.

We aim to treat everyone equally and with the same attention, courtesy and respect regardless of their age, disability, gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion, belief or sexual orientation.

We are committed to complying in both letter and spirit with all anti-discrimination legislation and associated codes of practice in force either now or in the future.



Guests


Brighton Getaways Limited will not discriminate against any current or prospective guest on the basis of any unlawful grounds without proper justification and will not accept any instructions from any of our owners to do so. This includes, but is not limited to, decisions regarding the acceptance of bookings and the extension of bookings. Where anti-discrimination legislation requires us to do so and where it is reasonable we will advise our clients to make adjustments to their property or to their working practices or will make adjustments to our own working practices to accommodate the needs of any person falling under the appropriate anti- discrimination legislation.



Managed Properties


We are free to decide whether to accept instructions from any particular client, but any refusal to act or decision to terminate our services will not be based upon any unlawful grounds. We will not accept instructions from clients who contravene this policy. Where we are required by anti-discrimination legislation to do so and where it is reasonable we will make adjustments to our own working practices to accommodate the needs of any person falling under the appropriate anti- discrimination legislation. We will advise all clients of this policy on taking instructions from them. Where tenants or occupiers make requests under anti- discrimination legislation we will advise clients regarding the reasonableness of these requests; and where the client chooses not to comply with the request and we believe that non-compliance to be unlawful we will make our position clear to all parties in writing and reconsider whether to terminate our services.



Promoting Equality and Diversity


Just as we are committed to anti-discriminatory practices within our organisation we are also committed to promoting equality and anti-discrimination in areas in which we have influence. All staff will be informed of this policy and will be provided with training appropriate to their needs and responsibilities. All those who act on our behalf will be informed of this policy and will be expected to act in accordance with it when conducting business on our behalf. In all our dealings, including those with tenants, suppliers, contractors and recruitment agencies, we will seek to promote the principles set out in this policy.



Implementing the Policy


Responsibility

Ultimate responsibility for implementing the policy rests with Steven Taggert. All our staff are expected to be aware and take notice of the provisions of our anti- discrimination policy and are responsible for ensuring compliance with it when fulfilling their duties or representing the company. Acts of discrimination or harassment on any of the unlawful grounds by those acting on behalf of the Firm will lead to appropriate action including termination of employment or services where appropriate.
Acts of discrimination or harassment on any of the unlawful grounds by clients or requests by clients for us to carry out any act of discrimination or harassment on any of the unlawful grounds will lead to termination of our service agreement with them.

Complaints of discrimination

We will treat seriously, and, where appropriate, will take action regarding all complaints of discrimination or harassment on any of the unlawful grounds made by employees, clients, guests, contractors or other third parties. All complaints will be investigated fully and the complainant will be informed of the outcome.

Monitoring and review

The policy will be monitored and reviewed on a regular basis (and in any event
at least annually) to measure its progress and judge its effectiveness.
In particular, we will record and consider the number and outcome of complaints of discrimination made by staff, clients, tenants, contractors and other third parties and the details of any potentially unlawful grounds for discrimination involved in any disciplinary action taken against employees. This information will be used to review the progress and impact of the Anti-Discrimination policy. Any changes required will be made and implemented.