AddressUnit 8, Atley Way, North Nelson Industrial Estate, Cramlington
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Office01670 716811
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Diversity and Inclusion Policy
Objective:
To establish guidelines and commitments that ensure Cramlington Precision Forge Ltd. (CPFL) conducts its activities with respect, inclusion, equity, and appreciation of human and cultural diversity across all aspects of our operations, partnerships, and supply chain. This policy is applicable in every region where CPFL operates and throughout the life cycle of our business.
Application:
This policy applies exclusively to Cramlington Precision Forge Ltd. (CPFL). It is to be followed by all employees, directors, and members of CPFL’s leadership. Additionally, all customers, service providers, suppliers, and other partners of CPFL are expected to be aware of and observe this policy to guide their conduct and prevent conflicts and violations.
References:
Code of Conduct
Human Rights Policy
Risk Management Policy
Anti-Corruption Policy
Sustainability Policy
Definitions:
Diversity: The range of characteristics that make each individual unique, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, disability, nationality, and political beliefs.
Equity: Ensuring impartial access to fundamental rights by recognizing and addressing inequalities to achieve justice and equality.
Inclusion: Creating a work environment where all individuals are treated with fairness and respect, have equal access to opportunities and resources, and can contribute to the organization’s success.
Unconscious Bias: An implicit association that leads to quick judgments about people or situations without considering all relevant facts and data.
Stakeholders: Includes customers, suppliers, service providers, investors, partners, communities, government entities, civil society, and non-governmental organizations.
Strategic Guidelines for Valuing Diversity and Promoting Inclusion:
Institutional Commitment: CPFL is committed to respecting and valuing the uniqueness of all employees and stakeholders, promoting an inclusive work environment, and combating all forms of discrimination and prejudice.
Inspirational Leadership: CPFL’s leaders are expected to make decisions free of prejudice, based solely on objective factors. Leaders should foster inclusive environments, encourage active listening, and develop diverse teams across all areas of the company. They must stand against exclusionary behaviors and discriminatory attitudes, leading by example.
To establish guidelines and commitments that ensure Cramlington Precision Forge Ltd. (CPFL) conducts its activities with respect, inclusion, equity, and appreciation of human and cultural diversity across all aspects of our operations, partnerships, and supply chain. This policy is applicable in every region where CPFL operates and throughout the life cycle of our business.
Application:
This policy applies exclusively to Cramlington Precision Forge Ltd. (CPFL). It is to be followed by all employees, directors, and members of CPFL’s leadership. Additionally, all customers, service providers, suppliers, and other partners of CPFL are expected to be aware of and observe this policy to guide their conduct and prevent conflicts and violations.
References:
Code of Conduct
Human Rights Policy
Risk Management Policy
Anti-Corruption Policy
Sustainability Policy
Definitions:
Diversity: The range of characteristics that make each individual unique, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, disability, nationality, and political beliefs.
Equity: Ensuring impartial access to fundamental rights by recognizing and addressing inequalities to achieve justice and equality.
Inclusion: Creating a work environment where all individuals are treated with fairness and respect, have equal access to opportunities and resources, and can contribute to the organization’s success.
Unconscious Bias: An implicit association that leads to quick judgments about people or situations without considering all relevant facts and data.
Stakeholders: Includes customers, suppliers, service providers, investors, partners, communities, government entities, civil society, and non-governmental organizations.
Strategic Guidelines for Valuing Diversity and Promoting Inclusion:
Institutional Commitment: CPFL is committed to respecting and valuing the uniqueness of all employees and stakeholders, promoting an inclusive work environment, and combating all forms of discrimination and prejudice.
Inspirational Leadership: CPFL’s leaders are expected to make decisions free of prejudice, based solely on objective factors. Leaders should foster inclusive environments, encourage active listening, and develop diverse teams across all areas of the company. They must stand against exclusionary behaviors and discriminatory attitudes, leading by example.
Inclusive and Affirmative Processes: CPFL will ensure and promote inclusive practices, policies, and processes to attract, hire, develop, recognize, and retain the best and most diverse talent.
Valuing Diversity Among Employees and Stakeholders: CPFL recognizes and appreciates individual differences among employees and stakeholders, ensuring an inclusive work environment that does not tolerate prejudice or discrimination.
CPFL’s Commitments to Diversity, Equity, and Inclusion:
Promoting Respect for All: CPFL commits to creating a fair working environment where everyone has equal opportunities to develop their potential. Individual differences among employees and stakeholders will be recognized and valued.
Building a Trustworthy Environment: CPFL will foster an environment of psychological safety where individuals feel free to be themselves, share their ideas, and express their views respectfully through open and transparent dialogue.
Implementing Bias-Free Processes: CPFL is committed to treating everyone equitably, without discrimination based on race, ethnicity, gender, gender identity, sexual orientation, age, social class, disability, religious beliefs, nationality, or political beliefs. Internal processes such as recruitment, promotion, compensation, and training must be merit-based and free of bias.
Zero Tolerance for Discrimination and Harassment: CPFL upholds the dignity and human
