Equality, Diversity and Inclusion Policy

Background

Words of Wonder Ltd originated in Director Lucy Turner’s dedication to promoting peace, justice and inclusion around the world. It evolved as she worked to overcome disability from stage three head and neck cancer. She needs to live each day a little differently to manage its impact, and is committed to ensuring that Words of Wonder offers other people with differences support and respect. Coming from a social background without university education or relevant professional networks, she built the company with a clear understanding that the road is a little harder for some, and effort must be made to mentor, support and assist personnel–while embracing the distinctive talents of each. 

 

Introduction

Words of Wonder Limited is driven by diversity and inclusion: principles at the core of its work to bring unheard voices and hidden stories from all over the world – including the most marginalised communities – to a global audience. Through this, we have been able to create changes in international law, policy, budgets and institutions that bring resources, respect and opportunities to the places where they are needed most.

The company understands diversity and inclusion in a holistic way, encompassing differences in perspective and preference across an array of topics, as well as physical difference; differences in approaches to learning, planning and executing tasks; differences in socio-economic background; levels of education and access to opportunities; as well as differences in place of origin, race, religion, ethnic or caste affiliation, gender, age and sexual orientation. 

Words of Wonder advocates for seeing, celebrating, and supporting people in this diversity, and advances the global human rights framework as a practical tool for achieving this, for all. 

With us, it’s personal: Words of Wonder Ltd’s productions involve portrayals of diverse people, perspectives, and practices, including from cultures all around the world.  A key purpose of this work is to advance intercultural understanding and unity among people of different races, religions, countries and cultures.

 

The company’s personnel include people with disabilities; people of different colours, races and national origins; and people of different genders, including as part of senior management.

Scope

This policy relates to all Words of Wonder employees and engaged personnel. It represents our commitment to creating a work environment that enables all to feel respected and able to do their best work; work that provides a platform for distinctive stories, diverse people, and different perspectives from different parts of the UK, and world. This policy should be read in conjunction with its companion documents: the Respect at Work Policy, and Code of Conduct. These are available here.

Policy

The policy’s purpose is to:

  • Promote equality, fairness and respect for all people engaged with us, whether as full-time, temporary, or part-time staff; under freelance arrangements or partnership agreements.
  • Protect against all forms of discrimination, including unlawful discrimination within the meaning of legislation including the UK Equality Act 2010, which establishes protected characteristics of age, disability, gender, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
  • Protect against unlawful discrimination in pay and benefits, terms and conditions of employment, disciplinary action, dealing with grievances, dismissal, redundancy, parental leave, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities. 

Words of Wonder Ltd commits to:

  • Encourage equality, diversity and inclusion in the workplace.
  • 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. 
  • Make available information about individuals’ rights and responsibilities under the equality, diversity and inclusion policy. 
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any other people or institutions in the course of work activities. Such acts will be dealt with as misconduct under our grievance procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice, or termination of freelance contracts. 
  • Take seriously complains of sexual harassment. These may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. Note that, under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Review employment and engagement practices and procedures when necessary to ensure fairness, when required to accommodate changes in the law, and biannually at a minimum. 

Everyone who works with Words of Wonder Ltd has a responsibility to conduct themselves ethically and professionally. The company has a zero  tolerance approach to bullying, harassment, victimisation and unlawful discrimination, and all personnel are encouraged to read this policy alongside our Code of Conduct, and Respect at Work Policy. Anyone 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. The company will make every effort to ensure that those who engage in such acts are held accountable, including by invoking, and cooperating with, justice and security institutions. Use of the company’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 an alleged violation.  

 

 

Updated: January 2025
Date of next review: January 2027