Gimme Sugar Limited
Diversity and Inclusion Policy

Version: 1.0
Date of Issue: 1/1/25
Reviewed By: Ben Jones, Founder and Executive Producer
Next Review Date: 31/12/25

1. Purpose

At Gimme Sugar Limited we are committed to fostering an environment that embraces diversity, equity, and inclusion (DEI). Our Diversity and Inclusion Policy aims to create a culture where all individuals are treated with respect, where differences are valued, and where every employee has the opportunity to thrive, contribute, and grow within the organization.

2. Scope

This policy applies to all employees, contractors, interns, and stakeholders within Gimme Sugar Limited. It covers all aspects of our business, including recruitment, hiring, promotion, training, development, and workplace behaviour.

3. Our Commitment to Diversity and Inclusion

We believe that diversity and inclusion are essential for fostering innovation, creativity, and a positive work environment. Diversity includes, but is not limited to, race, gender, ethnicity, age, sexual orientation, gender identity, disability, cultural background, education, socio-economic status, and experience. Our commitment to diversity and inclusion includes:

  • Celebrating differences and recognizing how varied perspectives enhance problem-solving and decision-making.

  • Promoting equal opportunities for everyone, ensuring that all employees have the resources and support they need to succeed.

  • Creating a culture of inclusion, where all voices are heard, valued, and respected, and where employees feel empowered to bring their whole selves to work.

4. Core Principles

To ensure a truly diverse and inclusive environment, we adhere to the following core principles:

  • Respect: All employees are treated with dignity and respect, regardless of their background, identity, or beliefs.

  • Fairness: We are committed to ensuring equal opportunities for all employees and applicants, eliminating barriers, and addressing systemic inequities.

  • Inclusion: We actively foster an inclusive environment where differences are not only accepted but celebrated, and everyone feels they belong.

  • Accountability: We take responsibility for creating a diverse and inclusive workplace, holding ourselves accountable to these principles and continuously working to improve.

5. Responsibilities

  • Leadership Team: The leadership team is responsible for driving the company’s diversity and inclusion efforts and ensuring that this policy is embedded in the culture and operations of the business. Leaders are expected to model inclusive behaviours and create an environment where diversity is prioritized.

  • Human Resources (HR): HR plays a key role in supporting diversity and inclusion initiatives, providing training, and addressing any concerns or issues related to discrimination, harassment, or exclusion. HR is also responsible for monitoring progress toward the company's diversity goals.

  • Managers and Supervisors: Managers and supervisors are responsible for promoting a respectful and inclusive environment within their teams. They are expected to lead by example and take proactive steps to ensure that all team members feel valued and supported.

  • Employees: All employees are expected to support and contribute to a diverse and inclusive workplace. Employees should respect one another’s differences, actively engage in initiatives that promote inclusion, and raise concerns when they observe discrimination or bias.

6. Recruitment and Hiring

We are committed to attracting a diverse pool of candidates and ensuring that all individuals have equal access to employment opportunities. Our recruitment practices include:

  • Actively seeking candidates from underrepresented groups.

  • Using inclusive language in job postings to ensure they are welcoming to all applicants.

  • Ensuring that selection processes are based on merit, skills, and qualifications, with no discrimination based on race, gender, age, disability, or any other characteristic.

  • Training hiring managers to recognize and mitigate unconscious bias during the recruitment process.

7. Training and Education

To create an inclusive environment, we will provide training to employees at all levels. This includes:

  • Unconscious Bias Training: To raise awareness of biases that may affect decision-making and interactions in the workplace.

  • Diversity and Inclusion Workshops: To educate employees about the importance of diversity and inclusion, and how they can contribute to an inclusive culture.

  • Leadership Development: To equip leaders with the tools and knowledge to effectively manage diverse teams and promote inclusivity.

8. Support and Resources

We are committed to providing support for all employees to ensure they feel empowered and valued, including:

  • Employee Resource Groups (ERGs): These groups provide employees with a space to connect, share experiences, and support one another, particularly those from underrepresented backgrounds.

  • Flexible Work Arrangements: Offering flexibility in work schedules and locations to accommodate personal and cultural needs.

  • Accommodations: Providing reasonable accommodations for employees with disabilities or other needs, ensuring equal access to all workplace resources and opportunities.

9. Addressing Discrimination and Harassment

We will not tolerate discrimination, harassment, or bullying of any kind. Employees are encouraged to report any incidents of discrimination or harassment, which will be handled promptly, thoroughly, and confidentially. Consequences for discrimination and harassment will be clearly defined and enforced.

10. Monitoring and Reporting

We are committed to measuring our progress toward diversity and inclusion goals. This includes:

  • Regular Surveys: To gather employee feedback on the inclusiveness of the workplace and identify areas for improvement.

  • Diversity Metrics: Tracking diversity data, such as gender, race, and disability representation, to assess the effectiveness of our recruitment and retention strategies.

  • Annual Reports: Reviewing and publicly sharing progress on diversity and inclusion initiatives and setting new targets for improvement.

11. Continuous Improvement

Diversity and inclusion are ongoing commitments. We will:

  • Regularly review and update this policy to ensure that it reflects best practices and legal requirements.

  • Continuously seek feedback from employees and stakeholders to improve our approach to diversity and inclusion.

  • Invest in new programs and initiatives to strengthen our DEI efforts and ensure long-term success.

12. Compliance with Legal Standards

This policy is designed to comply with all local, state, and federal laws regarding equal opportunity, non-discrimination, and workplace fairness. We will ensure that our practices align with applicable regulations and standards.