ScopeWhat we expectHow we do thisRecruitment
Monitoring and review
Appendix – Definitions of Discrimination, Harassment, Victimisation and Bullying
Different types of discrimination under the Equality Act 2010:
Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of: violating someone else’s dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment for someone else.
Sexual harassment is conduct of a sexual nature that has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment; and less favourable treatment related to sex or gender reassignment that occurs because of a rejection of, or submission to, sexual conduct.
Victimisation is treating another person detrimentally either because that person has made a complaint of discrimination or harassment, or because they have supported someone else who has made such a complaint, for example by giving a witness statement that supports the allegations.
Bullying does not have a legal definition. However, we regard it as conduct that is offensive, intimidating, malicious, insulting, or an abuse or misuse of power, and usually persistent, that has the effect of undermining, humiliating or injuring the recipient. Bullying can be physical, verbal or non-verbal conduct. It is not necessarily face to face and can be done by email, phone calls, online or on social media. Bullying may occur at work or outside work. If the bullying relates to a person’s protected characteristic, it may also constitute harassment and, therefore, will be unlawful.
Latest version updated and adopted as of 23 January 2023.
|We believe that a culture of equality, diversity and inclusion not only benefits our organisation but supports wellbeing and enables our people to work better because they can be themselves and feel that they belong. We are committed to promoting a working environment based on dignity, trust and respect, and one that is free from discrimination, harassment, bullying or victimisation. Fostering an inclusive culture helps each of us to benefit from a wider range of these different perspectives, experiences and skills. We believe that this creates a happier, more productive working environment for us all.|
|This policy sets some of the ways in which we ensure that our recruitment, promotion and retention procedures do not treat people less favourably and applies to anyone working for us. This includes employees, workers, contractors, volunteers, interns and apprentices. The policy also relates to job applicants. It does not form part of the contract of employment may be amended or withdrawn at any time. Further, it accompanies our anti-harassment policy and any other equality, diversity and inclusion (EDI) policies we adopt. We will take action against anyone found to have committed, authorised or condoned an act of discrimination, harassment, victimisation or bullying, including (for those to whom it applies) under our Disciplinary procedure.|
|We expect everyone who works with us:
|We take reasonable and appropriate steps to encourage job applications from as diverse a range of people as possible. Anyone making a decision about recruitment must have attended appropriate diversity and inclusion training and must challenge themselves, and other members of the recruitment selection panel, to make sure that any stereotypes, unconscious bias or prejudice do not play any part in recruitment decisions. The recruitment team will, in advance of a recruitment campaign, consider how advertising, application forms and assessments, arrangements for interviews, job descriptions and employee specifications, and selection criteria are appropriate and as inclusive as possible. We will ask applicants at the outset if they require any reasonable adjustments to be made to the recruitment process. Job applicants will not be asked about their health or disability unless there are specific legal grounds for doing so and where appropriate consideration has been given in advance.|
|Any decision made relating to a person’s promotion or career development must be free from discrimination. We apply objective selection criteria and processes for recruitment and promotion and review them on a regular basis to avoid discriminatory impact.|
|We encourage those who work with us to speak to a member of our management team about any disabilities which require our support so we can explore and make reasonable adjustments to our premises or to aspects of your role, or to our working practices. There may be occasions on which we need the support or a medical practitioner and should we need to discuss your needs with any third party, we will discuss the process and your rights at that time.|
|Any new employee joining our business will be invited to attend equality, diversity and inclusion training within their first year of employment. Further training will be offered to anyone with responsibility for making decisions about a person’s employment. This training will be repeated annually.|
|We request, process and report diversity and inclusion data (in compliance with our data protection obligations) on an ongoing basis to assess the impact of this policy and our equality, diversity and inclusion strategy. Requests for information of this nature will always be accompanied by the background and reason for the request and details of the individuals’ rights in relation to it.|
|Discrimination is not always obvious and can be subtle and unconscious. This stems from a person’s general assumptions about the abilities, interests and characteristics of a particular group that influences how they treat those people (known as „unconscious bias”). Such assumptions or prejudices may cause them to apply requirements or conditions that put those in particular groups at a disadvantage.|
Bateryjne systemy magazynowania energii (battery energy storage systems, BESS) są kluczem do uwolnienia pełnego potencjału energii odnawialnej.
Im więcej energii odnawialnej jest podłączone do sieci, tym ważniejsza staje się zdolność do zarządzania jej nieciągłym charakterem.
Firma HE posiada 220MW / 440MWh w systemach BESS działających w Wielkiej Brytanii, a planowane jest kolejne 381MW / 762MWh.
Harmony Energy skupia się obecnie na dużych farmach fotowoltaicznych, wykorzystując swoje doświadczenie projektowe do wspierania właścicieli gruntów w całym procesie rozwoju.
W Wielkiej Brytanii Harmony rozwija samodzielne projekty na łącznie 200 MW oraz projekty farm fotowoltaicznych z systemami bateryjnymi na 500 MW.
Fotowoltaika jest sprawdzoną i opłacalną technologią, którą wiele krajów na całym świecie wykorzystuje do zaspokojenia swoich potrzeb energetycznych.