Diversity, Inclusion and Equality Policy
Pi is committed to eliminating discrimination and encouraging inclusivity, equality, and diversity amongst its workforce. Its aim is that all Pi people are treated equally with the same attention and courtesy and each person feels respected and able to give of their best.
The purpose of this policy is to provide equality and fairness for all in Pi’s employment and not to discriminate on grounds of age, disability, gender reassignment, marriage and civil partnership status, pregnancy and maternity, race (including ethnic origin, colour, nationality, and national origin), religion or belief, sex, and sexual orientation. The above characteristics are Protected Characteristics under the Equality Act 2010 and Pi will always endeavour to ensure the appropriate provisions are in place to accommodate any specific needs under these Protected Characteristics.
All Pi people, whether a part-time, full-time, temporary, or permanent Pi person or an Associate, will be treated fairly and with respect. Selection for employment, promotion, training, or any other benefit will be on the basis of need, aptitude, and ability. All Pi people will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation. This will be by way of regular reviews each year in April and October and will include an individual Personal Development Plan. In providing services to its clients, Pi is also committed against unlawful discrimination of clients and the public.
- to maintain our core values
- to aspire to the 13 behaviours of trust as defined by Stephen M R Covey in his book, The Speed of Trust
- to create an environment in which individual differences and the contributions of all Pi people are listened to, respected, recognised and valued. No form of intimidation, bullying or harassment will be tolerated
- to be respectful of the workloads of your colleagues and to act reasonably when asking them to undertake tasks and take on work
- to ensure training, development and progression opportunities are available to all Pi people
- to annually review all Pi employment practices and procedures to ensure fairness.
Pi will endeavour to recruit from the widest pool of suitably qualified candidates. Employment opportunities are open and accessible to all on the basis of their ability, skills, experience, appropriate qualifications, and aptitude for the job. All recruitment agencies acting for Pi will comply with its requirement not to discriminate and to act accordingly.
Complaints of discrimination
All Pi people are free to raise any issues or concerns with any member of the Executive Management Team. Pi people can raise a grievance or complaint through Pi’s Grievance Procedure.
Any breaches of our equality policy may be regarded as misconduct and could lead to disciplinary proceedings.
ESG and Pi Partnership
Importance of ESG
A key consideration for trustees is to invest in a meaningful way to facilitate positive changes in the world.
Investing meaningfully ensures trustees can fulfil their fiduciary duty to act in the best interests of the scheme beneficiaries while contributing to a more sustainable future. ESG breaks down into Environmental, Social and Governance:
Environmental criteria examine how a company performs as a steward of the planet which includes climate change risks.
Social criteria examine how a company manages relationships with employees, suppliers, customers, and the communities where it operates.
Governance defines a set of rules and best practices, along with a series of processes that determine how an organisation is managed and controlled.
Integrating ESG factors into investment decision-making is a proactive and forward-thinking approach that benefits both investors and broader society. Members increasingly care how their pensions are invested.
As both an employer and as a trustee, we believe we have a duty to integrate ESG into our decision making processes.
Review and monitoring
This policy will be monitored and reviewed annually by the Executive Management Team.
Due to the size of the Company and in order not to cause offence or discomfort to Pi people, evaluation of personal data will not be undertaken. However, upon joining Pi all Pi people will be asked to complete a form requesting the following Protected Characteristics: sex, civil status, date of birth, nationality, and ethnic origin.