Equality, diversity and inclusion
Studio Moren is proud of its commitment to equality and diversity. Our profession is enriched by the input of different opinions, cultures, lifestyles and circumstances. Hence, we aim to provide a working environment where this is encouraged and welcomed.
This policy sets out our organisation's position on equality of opportunity and the encouragement of diversity in all aspects of employment, including recruitment and promotion, and provides guidance and encouragement to employees at all levels to act fairly and prevent discrimination on the grounds of any protected characteristic – these being sex, gender reassignment, pregnancy and maternity, sexual orientation, race, religion or belief, age, marriage and civil partnership or disability. This applies to all employees and workers, whether full time, part time, temporary or permanent; to all contract workers, consultants and associates or suppliers involved in the delivery of our services.
Statement of policy
It is the policy of Studio Moren to ensure that no job applicant or employee receives less favourable treatment on the grounds of any protected characteristic as set down above, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality in all aspects of employment.
Studio Moren is signed up to the 50/50 charter which promotes women in architecture, established in 2005. The objectives of the charter are outlined as follows:
• To recruit, promote, pay and allocate work according to experience and ability alone;
• To set out maternity and paternity rights in a written contract for every worker and strive to
go beyond the statutory minimum;
• To offer flexible working to all employees and retraining for returning parents;
• To challenge the long hours culture and monitor working time;
• To appoint a practice champion to promote and monitor the charter.
The practice recognises that adhering to this Equality and Diversity Policy, combined with other related employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees’ best interests. At Studio Moren we recognise that people are our greatest asset. We also recognise the benefits in having a diverse workforce with different backgrounds.
The application of recruitment, training, and promotion policies to all individuals will be based on job requirements and the individual's ability and merits.
Recruitment and promotion
Studio Moren is an equal opportunities employer and welcome applications from all underrepresented groups to ensure the further enhancement of our diverse workforce. As part of our drive towards removing the opportunities for unconscious bias we always aim to operate a blind recruitment process for all CVs received from agencies or via our website.
Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, gender reassignment, pregnancy and maternity, sexual orientation, race, religion or belief, age, marriage and civil partnership or disability. All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
All selection will be thorough and be conducted against defined criteria and will deal only with the applicant's suitability for the job.
Studio Moren will not discriminate on the basis of sex, gender reassignment, pregnancy and maternity, sexual orientation, race, religion or belief, age, marriage and civil partnership or disability in the allocation of duties between employees employed at any level with comparable job descriptions.
All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
Employees will be provided with appropriate training regardless of sex, gender reassignment, pregnancy and maternity, sexual orientation, race, religion or belief, age, marriage and civil partnership or disability.
All employees will be encouraged to discuss their career prospects and training needs with a member of the Management team or alternatively to discuss these needs in their biannual performance review.
It is the responsibility of the Partners to ensure that all aspects of this policy are kept under review and are operated throughout the organisation.
Where it appears that applicants/employees are not being offered equality of opportunity, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.