The aim of this policy is to enable the Company to comply with its statutory and moral obligation to prevent discrimination and to attract, develop and retain the good quality staff essential for the provision of the highest possible standards of service. It is the Company's objective that individuals are selected, promoted and treated on the basis of their relative merits and abilities and that all employees will be given equal opportunity to progress within the organisation.
Policy statement
The Company is committed to promoting equal employment opportunity for all employees and prospective employees regardless of disability, ethnic origin, creed, belief, sex, sexual orientation, family circumstances or marital status. The company will endeavour to ensure that no person:
- receives less favourable treatment on the grounds of gender, ethnic origin, religious belief, sexual orientation, disability or membership of any minority groups;
- is disadvantaged by conditions of employment and pay or requirements which cannot be shown to be justifiable;
- suffers harassment, victimisation or bullying because of his or her gender (including gender re-assignment), ethnic origin, religious belief, sexual orientation, disability or membership of any minority groups;
- suffers victimisation for asserting his or her rights not to be the subject of discrimination.
This Policy is intended to apply to and be applied by all employees in all aspects of employment including:
- Recruitment;
- Recruitment advertising;
- Promotions;
- Transfers;
- Terms and Conditions of employment;
- Disciplinary and grievance matters;
- Redundancy or termination;
- Rates of pay;
- Training.
Management responsibilities
The management of the Company is responsible for ensuring that equality of opportunity is available to all employees and prospective employees through the application and monitoring of this policy.
Employees' responsibilities
Good working relationships and fair employment practices depend upon all employees observing this policy. All employees each have a duty to their employer and to their fellow employees, to promote and co-operate with policies and procedures designed to remove discrimination in employment and service provision and to respect the rights and religious beliefs of others. In particular individual employees should not:
- Allow their personal beliefs or attitudes to adversely influence working relationships;
- Induce or attempt to induce other employees to discriminate unlawfully or unfairly;
- Harass, abuse or intimidate other employees or make derogatory or offensive remarks about a fellow employee because of his or her gender, ethnic origin, disability, sexual orientation or religious belief;
- Disclose sensitive personal data, such as information relating to an individual's sexual orientation to others;
- Victimise or attempt to victimise individuals on the grounds that they have made a complaint or provided information on discrimination.
An essential part of the commitment to equal opportunities is the monitoring of employment decisions to ensure that neither direct nor indirect discrimination is occurring and to measure the effectiveness of the aims of the Policy. With this objective in mind the Company will:
- Conduct regular analyses of the recruitment and promotion process by the collection of details provided by the applicants on their sex, marital status, ethnic origin and disability;
- Produce statistics on the make-up of the existing workforce;
- Conduct audits of all employment practices as appropriate.
Should the Company identify groups who are under represented in certain jobs or departments, or among applicants or successful candidates, the Company will endeavour to assess the reasons for this. If appropriate the Company will take positive action to increase that representation, and to actively encourage applications from those minority groups.
Breach of policy
Failure to adhere to the content of this Policy or any guidance issued in its implementation may result in disciplinary action. Discriminatory action or practices or acts of harassment or victimisation are regarded as gross misconduct which could result in summary dismissal.
Grievances
Grievances arising out of the application of this Policy will be dealt with under the Company's Grievance Procedure.