Policy Statement Number: DEI-POL-001
Version: 1.0
Effective Date: 29 May 2025
Next Review Date: 29 May 2026
1. OUR COMMITMENT: BEYOND NON-DISCRIMINATION
UK Customs Ltd is committed to being an anti-racist organisation. We recognise that it is not enough to be passively “non-racist.” We will actively work to identify, challenge, and eliminate racial discrimination, bias, and inequality in all our practices, processes, and interactions.
This commitment extends to our recruitment, professional development, client service, and partnerships. We strive to create an environment where all individuals, regardless of their race, ethnicity, colour, nationality, or cultural background, are treated with dignity, respect, and fairness, and are empowered to thrive.
2. POLICY SCOPE
This policy applies to all aspects of our operations, including but not limited to:
- Recruitment, selection, and promotion.
- Terms and conditions of employment.
- Training and career development.
- Conduct at work and at work-related social events.
- Disciplinary and grievance procedures.
- Client interactions and service delivery.
- Relationships with suppliers, contractors, and partners.
This policy applies to all employees, directors, contractors, volunteers, and agents of UK Customs Ltd.
3. DEFINITIONS
- Racism: Prejudice, discrimination, or antagonism directed against a person or people on the basis of their membership in a particular racial or ethnic group.
- Anti-Racism: The active process of identifying and eliminating racism by changing systems, organisational structures, policies, and practices, and by changing attitudes and behaviours.
- Racial Microaggressions: Everyday, subtle, intentional or unintentional interactions or behaviours that communicate some sort of bias toward other people or groups.
- Institutional Racism: The process by which people are systematically disadvantaged by policies and practices perceived as neutral, which have the effect of excluding or marginalising them.
4. OUR ANTI-RACISM PLEDGES
A. In Our Workplace:
- Inclusive Recruitment: We will implement fair recruitment practices to attract a diverse talent pool, including using diverse hiring panels and ensuring job advertisements are free from biased language.
- Equitable Progression: We will ensure that career development and promotion opportunities are accessible to all staff, and will monitor progression by ethnicity to identify and address any barriers.
- Pay Equity: We are committed to regularly reviewing remuneration to ensure there is no ethnicity pay gap.
- Safe Reporting: We will maintain a confidential and robust procedure for reporting racial harassment, discrimination, or microaggressions without fear of retaliation.
B. In Our Culture:
- Mandatory Training: All staff will undertake mandatory anti-racism and unconscious bias training.
- Open Dialogue: We will create safe spaces for open, respectful conversations about race and ethnicity, led by leadership.
- Zero Tolerance: We maintain a zero-tolerance stance on racial slurs, jokes, harassment, and any form of racial discrimination. Such behaviour will be treated as a serious disciplinary matter.
C. In Our Service Delivery:
- Fair and Equitable Service: We will provide the same high standard of service to all clients, irrespective of their race, ethnicity, or nationality.
- Cultural Competence: We will train our staff to be culturally competent and aware of how racial bias can impact client interactions and professional judgement.
- Challenging Injustice: We will not work with clients, suppliers, or partners who express or engage in racist views or practices.
5. RESPONSIBILITIES
- Directors & Senior Management: Are accountable for the implementation and success of this policy. They must champion anti-racism, lead by example, and allocate necessary resources.
- Managers & Team Leaders: Are responsible for promoting anti-racist practices within their teams, addressing issues promptly and fairly, and fostering an inclusive environment.
- All Employees: Are responsible for understanding this policy, behaving in accordance with its principles, challenging racist behaviour, and participating in training and initiatives.
6. BREACHES OF THIS POLICY
Any employee found to have breached this policy will be subject to disciplinary action, up to and including summary dismissal for gross misconduct.
Employees who in good faith report a concern or incident of racism, or who support a colleague in doing so, will be protected from victimisation or retaliation.
7. REPORTING AND CONFIDENTIALITY
Any employee who experiences or witnesses a breach of this policy should report it immediately through one of the following channels:
- To their Line Manager.
- To a designated Senior Manager.
- Via the confidential whistleblowing channel: [email protected].
All reports will be treated with sensitivity and confidentiality and will be investigated promptly and fairly.
8. POLICY REVIEW
This is a living document. We commit to reviewing this policy annually in consultation with our staff to ensure its effectiveness and to reflect our ongoing learning and commitment.
POLICY APPROVAL
This policy has been approved by the Board of Directors of UK Customs Ltd.
