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ZSL Equality and Diversity Policy

1. Policy Statement

The Zoological Society of London (ZSL) is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society, and for each individual to feel respected and valued to be able to give their best.

ZSL is also committed against unlawful discrimination, prejudice, or bias towards our people, visitors and communities that we serve through our work in the UK and overseas.

It is the responsibility of the Council, Chief Executive Officer,  ExCo, and all of our people to ensure that this policy is implemented to all constituent parts of ZSL.

2. Purpose

This policy’s purpose is to:

Provide equality, fairness and respect for all in our employment, whether temporary, part-time, or full-time.

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

Oppose and avoid 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
  • Selection for employment, promotion, training, or other development opportunities

ZSL will work with employees and with the recognised trades unions to monitor the effectiveness and working of the policy and to encourage appropriate practices and attitudes to achieve its equality objectives.

3. Commitments

The organisation commits to:

  1. Encourage equality, diversity and inclusion throughout ZSL to create environments for our people, visitors and communities where every individual can feel safe, have a sense of belonging and be empowered.
  2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. 
    1. 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. ZSL will attempt to accommodate the cultural or religious needs of our people where this does not have a detrimental impact on the smooth operation of our work.
  3. 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.
  4. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities.
    1. Such acts by staff will be dealt with as misconduct under ZSL’s grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
  5. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
    1. This commitment includes outlining how we aim to achieve fairness and equality in our approach to recruitment through the training and development of our hiring managers.
  6. We commit to providing and supporting channels for our people to have their voices heard. This includes opportunities to network with one another, and feedback to organisational proposals. For example, staff surveys, the EDI Steering Group and the Equality networks.
  7. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  8. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  9. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
    1. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plans, are working in practice, reviewing them annually, and considering and taking action to address any issues.


4. Responsibilities

Council are responsible for championing equality, diversity and inclusion and ensuring that the policy is consistent with our vision and values and that resources, support and leadership is provided to ensure this policy can be meaningfully implemented

ExCo are responsible for championing this policy on behalf of the Council and ensuring compliance with policy and the effective development, implementation and monitoring of equality and diversity objectives and related action.

The People Director is the policy owner and is responsible for ensuring that this policy is fit for purpose and up to date.

Line-managers are responsible for implementing the policy and role modelling inclusive behaviour and providing support to their staff and volunteers

Our people are responsible for championing equality, diversity, and inclusion, understanding how the policy relates to their role, and reporting cases of discrimination, harassment, and unfair treatment

ZSL expects all staff and volunteers to:

  • Always show respect and courtesy to others, both in person and in writing, including emails and electronic or social media.
  • Express yourself appropriately and with empathy
  • Listen to others respectfully and attentively
  • Deal with conflict with compassion and understanding
  • Value, celebrate and welcome differences in people
  • Show consideration in your choice of language
  • When receiving difficult or challenging feedback about your behaviour or conduct, respond with empathy and take time to reflect on your own behaviour, attitudes, and beliefs, considering where they come from and how they influence your behaviour towards others.


​​​​​​​5. How to report or raise a concern

Any breaches of this policy will be promptly investigated; breaches by staff may be a matter for disciplinary action, while intentional breaches by volunteers will be dealt with by the relevant procedure.

You should report to your line manager, a senior manager or a member of the People Team, any behaviour that you consider to be disrespectful, bullying, harassing, offensive, discriminatory or aggressive. You should report this behaviour whether it is directed at you or at a colleague, from or at a visitor to our zoos, or from or at a member of a community we are working with overseas.

Steps will be taken to ensure that any inappropriate behaviour is stopped. Where appropriate, the matter will be dealt with informally and discreetly, on other occasions, the formal Disciplinary Procedure may be invoked. See the Dignity and Respect at Work Policy for further information.​​​​​​​​


Appendix: definitions

Direct Discrimination

Treating a person less favourably than the way in which a person not having that protected characteristic would be treated.

Associative Discrimination

Discrimination against a person because they have an association with someone with a particular protected characteristic.

Perceptive Discrimination

Discrimination against a person because the discriminator thinks the person possesses that characteristic, even if they do not in fact do so.

Indirect Discrimination

Occurs where a policy applies to everybody, but the policy has a disproportionate impact on people with a protected characteristic.

Harassment

Defined as: ‘unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual'.

Positive action

When an employer or organisation takes positive steps to help or encourage certain groups to participate in activity or overcome or minimise disadvantages. For example, offering leadership developing training to women when an organisation has identified that women are under-represented in senior leadership roles.

This measure stops short of allowing preference to be given to less qualified applicants (e.g. employing or promoting an individual solely because they are from an under-represented group regardless of their suitability for the position); this is considered positive discrimination and is unlawful.

Last updated: 10/02/2023 to include defined roles for levels of the organisation, links to associated policies, definition of positive action, and statements of our commitments to EDI across all areas of ZSL.