Stay in Your Lane is committed to encouraging diversity and inclusion. 

The aim for our agency, including contracted instructors, is to be truly representative of all sections of society and our customers and for each team member to feel respected and able to give their best. 

Stay in Your Lane – in providing services- is also committed to preventing unlawful discrimination against customers or the public. 

This policy’s purpose is to:

• Provide equity, fairness, and respect for all in our employment, whether temporary, part-time, fractional, or full-time, regardless of location, contract/employee, or employment status. 
• Prevent unlawful discrimination on the bias of race, color, sex, ethnic origin, age, religion, marital status, size, disability, veteran status, citizenship status, parental status, sexual orientation, gender identity, and gender expression. 
• Oppose and avoid all forms of unlawful discrimination, including pay and benefits, terms and conditions of employment/contracting, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training, or other developmental opportunities. 

Stay in your Lane commits to:

• Encouraging equality, diversity, and inclusion in the workplace as they are good practices and make business sense.
• Creating a workplace free of bullying, harassment, victimization, and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimization, and illegal discrimination in the course of their employment against fellow employees, customers, suppliers, and the public.  
• We take seriously complaints of bullying, harassment, victimization, and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public, and others during the organization’s activities. Such acts will be dealt with as misconduct under the organization’s grievance and disciplinary procedures, and appropriate action will be taken. Severe complaints could amount to gross misconduct and lead to dismissal without notice. Further sexual harassment may amount to an employment rights matter and a criminal case, such as sexual assault allegations. 
• Making opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their felt potential, their talents and resources can be fully utilized to maximize the organization’s efficiency. 
• Decisions concerning staff are based on merit (apart from any necessary and limited exemptions and exceptions allowed under the applicable regulations). 
• Reviewing employment and contracting practices and procedures when necessary to ensure fairness, and also updating them and the policy to take account of changes in the law. 
• Monitoring the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity, and inclusion and in meeting the aims and commitments set out in the equality, diversity, and inclusion policy. Monitoring will also include assessing equality, diversity, and inclusion policy and any supporting action plan, working in practice, reviewing them annually, and considering and taking action to address any issues. 

Details of the organization’s grievance and disciplinary policies and procedures can be requested at info@stayinyourlaneco.com. This includes with whom a team member should raise a grievance. 

Use of the organization’s grievance and/or disciplinary procedures does not affect an employee’s right to claim an employment tribunal within three months of the alleged discrimination.