1. General Statement
The Company is committed to providing equal opportunities in employment. All job applicants and employees will receive equal treatment regardless of racial origin, colour, ethnic or national origins, gender, marital status, sexual orientation, religion, trades union membership, disability/impairment, or age.
It is unlawful to discriminate against individuals either directly or indirectly in respect of race (including country of origin), gender, marital status, disability, trades union membership or representation. It is also unlawful to discriminate against individuals, either directly or indirectly, in respect of their sexuality, gender preference and religion. Age discrimination is expected to be included from 2006. Codes of Practice relating to unlawful discrimination have been produced by various government bodies. It is the policy of the Company to comply with these Codes of Practice and all statutory obligations, as well as to reflect modern thinking, and ‘best practice’.
3. Forms of Discrimination
The following are illustrations of discrimination which could breach statutory regulations:-
a) Direct Discrimination: where a person is less favourably treated because of race, colour, ethnic or national origins, sex, pregnancy, marital status, disability, religion, sexual orientation.
b) Indirect Discrimination: where a requirement or condition which cannot be justified, is applied equally to all groups but has a disproportionately adverse effect on one particular group.
c) Victimisation: where an individual is treated less favourably than others or because they have taken action against the Company under one of the relevant Acts.
d) Bullying: where an individual receives a perceived detriment as a result of an action, communication or threat from another employee of the Company. (Absence or withdrawal of contact, or communication can also be deemed to be bullying).
4. Positive Action
It is unlawful to discriminate positively in favour of a group on grounds of race or sex. Positive action to enable greater representation of under-represented groups is permitted by law and encouraged by the Company.
Recruitment advertisements, and briefs to Employment Agencies must include the following statement:-
"This company welcomes applications from all sections of the community irrespective of race, national origin, sex, marital status, religion, sexual orientation, age, disability, or impairment".
Where appropriate, advertisements will be placed in the ethnic minority, and disability press to ensure that these groups are reached. Disability Employment Officers (DEO) will also be requested where appropriate to view our premises to appreciate employment prospects, and advise on adaptive technology that may be appropriate for a particular individual.
The Company will always ensure that applications are from candidates of either sex regardless of sexual orientation race, and religion or disability. The Company will ensure that equal opportunities are positively reflected in all stages of the recruitment process. Where required or requested, staff responsible for recruitment will receive training in equal opportunities, and guidance will be available to all staff from Human Resources.
Promotion within the Company will be without regard to race, colour, ethnic or national origins, religion, sex, marital status, sexual orientation, age or disability and will be based solely on merit.
7. Disciplinary and Grievance Procedures
Discrimination, harassment or bullying on grounds of race, colour, ethnic or national origins, religion, sex, marital status, sexual orientation, age or disability by any employee including Board of directors, will result in disciplinary action. The Company will treat seriously any justifiable grievance, raised as a result of discrimination or harassment (on grounds of race, colour, ethnic or national origins, religion, sex, marital status, sexual orientation, age or disability) and will take appropriate action.
8. Monitoring and Review
This policy will be monitored and reviewed periodically to judge its effectiveness. This will include monitoring the ethnic and sexual composition of existing staff, and of applicants for jobs (including promotion), and the number of people employed with disabilities. The responsibility for monitoring the operation of the policy is a function of Human Resources Manager, on behalf of the Chairman and Board of Directors.