The Company is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of sex, race, colour, nationality, national or ethnic origins, sexual orientation, marital status, civil partnership status, trans-gender, disability or age.
The Company upholds the Code of Practice and the recommendations of the Commission of Racial Equality, Equal Opportunities Commission and the Disability Rights Commission. We seek to ensure that the organisation abides by the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995, the Employment Equality (Region or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Age) Regulations 2006.
The aims of this policy are to ensure that:
• All job applicants, employees and former employees are treated fairly and equally, regardless of their sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age, race, colour, nationality, national or ethnic origin, disability or age. That no-one receives less favourable treatment or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds, or victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
- The organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, or humiliating environment.
- Opportunities for employment, training and promotion are equally open to all.
- Recruitment and selection, promotion, transfer, training, conditions of work, pay and benefits, facilities and services, and every other aspect of employment, including general treatment at work and the processes involved in the termination of employment, will be fair and equitable, and based solely on merit. This policy applies to all aspects of employment, from recruitment to dismissal and former workers' rights.
The Directors of the Company will be responsible for the day to day operation of the policy.
3.1 The policy applies to job applicants (both internal and external) and all employees whether full time, part time, casual, temporary, seasonal or contract. The policy also applies equally to the treatment of the organisation's customer/clients and suppliers.
3.2 The Company will endeavour to communicate the policy to its workers and job applicants. The policy will also be included in the Company Staff Handbook.
3.3 Where possible the Company will endeavour to consult workers and their representatives about the policy, and as necessary about related action plans and strategies.
3.4 The Company will seek to make all workers aware of the policy, on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties.
3.5 The Company will seek to advise Managers and workers in key decision-making areas on the discriminatory effects that provisions, practices, requirements, conditions, and criteria can have on some groups, and the importance of being able to justify decisions to apply them.
3.6 Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary action, which may lead to dismissal.
3.7 Where appropriate opportunities for employment, promotion, transfer and training will be advertised, and all applicants will be welcomed, irrespective of sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age, race, colour, nationality, national or ethnic origin, disability or age.
3.8 The Company aims to encourage workers to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation.
3.9 Selection criteria will be entirely related to the job or training opportunity.
3.10 We will make, where possible, reasonable changes to overcome physical and nonphysical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.
3.11 We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively, and will aim to accommodate them unless it would cause significant difficulties to the business or the employee.
3.12 Where provided, information on the ethnic and racial background, gender, disability, marital status and age of each worker and applicant for employment, promotion and training will be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity.
3.13 Grievances, disciplinary action , performance assessment, and terminations of employment, for whatever reason, may also be monitored by gender, racial group, age, marital status , and disability.
3 .14 The Company will endeavour to review, on a regular basis, its requirements, conditions, provisions, criteria, and practices.
3.15 The Company expects its contractors and sub-contractors to comply with the practices contained in this policy and to ensure that their staff are appraised of the requirements and that they, contractors and sub-contracts provide equality of opportunity in their employment practices.
3.16 The effectiveness of the policy will be monitored on a regular basis by Senior Management.