Equality, Diversity and Inclusion Policy

1. Overview:


The Romans is determined and committed to encouraging equality, diversity and inclusion among our team, and eliminate discrimination and bias.


We are committed to promoting equal opportunities in employment. Any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics).


Our goal is for our workforce to be truly representative of the society we inhabit and the communities and audiences we seek to reach with campaigns.


Our response to Black Lives Matter and details of our intent to be an anti-racist company can be found here.



2. Purpose


This policy’s purpose is to:


  • provide equality, fairness and respect for all in our employment.


  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation


  • avoid and oppose all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities



3. Our commitments. 


The Romans commits to:


  • Creating an inclusive working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all.


  • This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.


  • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.


  • We take complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities extremely seriously.


  • Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken and could amount to gross misconduct and lead to dismissal without notice.


  • Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.


  • All decisions concerning staff will be based on merit.


  • The agency’s management team is responsible for building a business with ethnic diversity at all levels and it will publish The Romans’ diversity data annually.


  • Each member of the agency is to be given 3rd party bias training.


  • Each member of the management team is given inclusive leadership training.


  • Our culture and team bonding activities are designed to be inclusive and designed to allow all staff members to bring their whole self to work.


  • Staff are to be regularly updated and surveyed to seek their feedback on how we are performing as a business and what additional measures we can introduce to be more inclusive.


  • We will publish all job vacancies and ensure they are realistic and without bias. The baseline experience and criteria for each role will be listed and every candidate meeting it will be guaranteed an interview.


  • Our recruitment process will be tailored to reflect the candidate’s experience and background to ensure it is fit for the purpose of encouraging diversity and inclusion. The candidate will typically meet with a minimum of three of team and undertake a form of task suitable for the role. Every candidate is given detailed feedback.


  • A Black, Asian, Mixed Race or Ethnic Minority candidate in every shortlist is mandatory and we will only work with recruiters who agree to this and who are similarly committed to diversity and inclusion.  Our long-term goal is that 25% of our staff will come from a (BME) Black or Minority Ethnic background


  • We continually review our pay structures to ensure there is no gender or ethnic pay gap.


  • We will only work with clients and businesses that are aligned with our commitments, share our values and have a clear D&I policy that is clearly supported throughout their organisation.


  • We will always strive to make work that is inclusive, positive, and that engages diverse audiences.