This policy does not give contractual rights to individual employees. The company reserves the right to alter any of its terms at any time although we will notify employees in writing of any changes. This policy applies to all employees, contractors and job applicants.
This policy is effective from 1 March 2011
The Company is a committed Equal Opportunities employer. We want to ensure the workplace is a non-discriminatory working environment and that advancement within the Company is on the basis of ability, performance and aptitude for work.
The Company will ensure that there are Equal Opportunities in recruitment and pre-recruitment initiatives, selection, induction, employment contracts, collective agreements with trade unions, pay, benefits, performance reviews, training, redundancy and all other aspects of employment within the Company.
Discrimination on the grounds of actual or perceived, age, sex, sexual orientation, race, disability and religion or belief will not be tolerated.
Any incidents of discrimination contrary to the principles of Equal Opportunities will be treated as a serious disciplinary matter.
There will be no discrimination on account of:
The Company will appoint, train, develop, reward and promote on the basis of merit and ability.
All employees have personal responsibility for the practical application of the Company’s Equal Opportunities policy, which extends to the treatment of job applicants, employees, contractors, customers and visitors.
Special responsibility for the practical application of the Company’s Equal Opportunities fall upon Managers, Supervisors and Human Resources involved in recruitment, selection, promotion and training of employees.
The Company’s grievance procedure is available to any employee who believes that he or she may have been unfairly discriminated against. Employees will not be victimised in anyway for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, in confidence and as soon as reasonably practical.
Disciplinary action will be taken against any employee who is found to have committed an act of unlawful discrimination. Serious breaches of this policy and will be treated as gross misconduct.
Allegations of discrimination that are not made in good faith will also be considered as a disciplinary matter.
Confidential records of ongoing matters dealt with in accordance with this policy will be kept.
In the case of any doubt or concern about the application of this policy in any particular instance, consult Human Resources.
The Company will keep under review its policy, procedures and practices on Equal Opportunities.
The Company will ensure that equality of opportunity is maintained in the following areas:
4.1 Recruitment and Selection
The following principles will apply whenever recruitment or selection for positions takes place:
4.2 Promotion, Transfer and Training
The following principles will apply to appointments for promotion, transfer and training:
4.3 Terms of Employment, Benefits, Facilities and Services
The following principles shall apply to the terms of employment, benefits, facilities and services:
4.4. Grievances, Disciplinary Procedures, Dismissals and Redundancies
Workers who, in good faith, bring a grievance (or assist another to do so) either under this policy or otherwise in relation to an Equal Opportunities matter will not be disciplined, dismissed or otherwise victimised for having done so. Redundancy criteria and procedure will be carefully examined to ensure that they do not operate in an unlawfully discriminatory manner.
Employees must not discriminate against any of our visitors/customers/suppliers. Equally, we expect our visitors/customers/suppliers not to discriminate against our employees and we will take appropriate action against any visitor/customer/supplier found to have done so.
It is Company policy that disabled people, including job applicants and employees should be able to participate in all of the Company’s activities fully on an equal basis with people who are not disabled.
6.1 Definition of Disability
For the purpose of this policy, disabilities are either physical or mental impairments that have a substantial and long term affect upon a person’s ability to carry out normal day-to-day activities as per the definition in the Disability Discrimination Act 1995.
Some disabilities are immediately obvious, for example use of a wheelchair, while other disabilities may not be so apparent at all, for example HIV infection. Certain conditions are not considered to be disabilities, for example poor eyesight which is corrected simply by wearing prescription spectacles, or an addiction to alcohol or other substances. If you would like further information about whether a particular condition is a disability you should contact the HR Department.
Normal day-to-day activities are any of the following:
The general Equal Opportunities principles set out earlier in this policy will, unless objectively justified, apply in relation to disabled people.
The Company will take all reasonably practical steps to ensure that disabled people are able to participate in its business and activities on an equal basis with people who are not disabled.
The Company will not, for a reason relating to a person’s disability, treat disabled people less favourably than it treats, or would treat, others to whom the same reason does not or would not apply, unless genuinely justified.
If any arrangements made by or on behalf of the Company, or any physical feature of the premises occupied by the Company, put disabled people at a substantial disadvantage compared to people who are not disabled, the Company will take such reasonably practical steps as it can to prevent this disadvantage.
The Company is particularly concerned that disabled workers are treated equally in the following areas:
The Policy will be reviewed and updated periodically inline with changing legislation and procedure.
We will promote and publicise our Equality Policy in application packs, induction packs, noticeboards and handbook.
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