Equal Opportunities and Diversity Policy

Policy statement

It is our policy to ensure that no one receives less favourable treatment than others on the grounds of sexual orientation, marital status, race, colour, religion or belief, age, disability, or trade union membership, in the fields of employment and training. We are committed to eradicating discrimination and we seek to find a means of dealing with it, should it occur.

We aim to select, promote, and treat you on the basis of your relevant qualifications, experience, and abilities alone. Fair representation throughout all levels is a key element in maximising your potential. To achieve this, we believe that training has a major role to play, therefore we will provide training and guidance for all management to ensure that they fully understand their responsibilities both legal and under our policy, and that they take steps to ensure you understand the policy.

Discrimination

Discrimination occurs when a person is treated less favourably than others would be in the same or similar circumstances, on the grounds listed in the Equality Act 2010 (sex, marital status, sexual orientation, race, colour, religious belief, ethnic or national origin, age, disability, or trade union membership). Discrimination can be direct or indirect and includes harassment and victimisation.

Harassment and victimisation

Harassment is unwanted conduct based on sex, race, disability, age, religion, or belief affecting the dignity of men and women at work. Harassment or any form of victimisation (actual or perceived) will not be permitted or condoned in the workplace. You have the right to a working environment free from harassment or victimisation and to ensure this, we will carry out a thorough investigation if complaints are received and take appropriate disciplinary measures against the guilty employee(s) if the complaint is upheld.

Racial discrimination/harassment

Racial discrimination/harassment is behaviour towards an individual by another individual or group of individuals which is of a racial nature, or which is based on a person’s race, colour, or origins, and which is regarded as unwelcome or offensive to the recipient. 

The following are examples that illustrate the sort of conduct that may be treated as racial harassment: 

• Jokes about race. 
• Offensive names used. 
• References to people by offensive racist descriptions. 
• Verbal or physical abuse because of a person’s race or colour. 
• Detrimental behaviour because of a person’s race. 
• Denial of opportunity because of race. 

This policy applies to verbal and physical actions as well as any other form of communication including electronic communication such as text messages, emails, and faxes as well as written communications. 

If you believe you are the subject of harassment you should make a formal complaint. Depending on the seriousness of the allegation, the alleged harasser may be suspended on full pay while the matter is being investigated under our disciplinary procedures. The aim throughout is to resolve the complaint of harassment sensitively, impartially, effectively, and quickly. 

There will be no victimisation of you for making or supporting or assisting a complaint of harassment – even if the complaint is not upheld – provided the action was taken in good faith.

Age discrimination  

Discrimination or harassment on grounds of age is prohibited in the areas of recruitment, promotion, and training. There can be direct and indirect age discrimination. 

It is unlawful for us to discriminate against a person in the arrangements made for the purpose of determining to whom employment should be offered; in the terms on which that person is offered employment; and by refusing to offer, or deliberately not offering, employment. 

Similarly, it is unlawful for us to discriminate against that person in the terms of employment; in the opportunities for promotion, a transfer, training, or receiving any other benefit; by refusing or deliberately not affording that person any such opportunity; or by dismissing or subjecting that person to any other detriment. 

There are certain circumstances when some of the Regulations may not apply in relation to genuine occupational requirements of employment. 

Advertising 

Job advertising should be carried out in such a way as to encourage applications from suitable candidates from both sexes and all ethnic backgrounds. This can be achieved through appropriate wording of the advertisements and the placing of the advertisements in relevant publications. All advertising materials and accompanying literature relating to employment or training issues should be reviewed to ensure that it avoids any inference that it is discriminatory.

Where vacancies are filled by promotion or transfer, they should be published to all those who are eligible in a way that they do not restrict applications.

Applications and interviewing  

We seek to select and promote you on the basis of your individual qualifications, experience, and abilities. Care is taken to ensure that recruitment information has an equal chance of reaching both sexes and does not indicate a preference for one group of applicants with regard to race, sex or sexual orientation, marital status, age, religion or belief, or disability. Similarly, care is taken to ensure that job requirements are justifiable and that interviews are conducted on an objective basis. Selection criteria and procedures are kept under continuous review and are modified, if necessary, to ensure complete equality of opportunity.  

Promotion, transfer, and training  

We seek to provide training on the basis of job requirements and your ability. Access to training opportunities will be irrespective of race, religion or belief, gender, marital status, age, or disability. 

It is important that:  

• Where an appraisal system is in operation, the assessment criteria should be examined to ensure they are not discriminatory, and the scheme monitored to assess how it is working in practice. 
• Promotion and career development patterns are reviewed to ensure that the qualifications required are justifiable requirements for the job to be done. 
• When general ability and personal qualities are the main requirements for promotion to a post, care should be taken to consider all candidates equally. 
• Policies and practices regarding selection for training/personal development should be examined for unwitting unlawful direct or indirect discrimination. 
• If you are in any doubt, please seek the advice from your line manager or HR. 

Terms and conditions of employment  

It is important that:  

• Particular care is taken to ensure that if you have, in good faith, taken action under the discrimination legislation, you do not receive less favourable treatment than others, for example by being disciplined or dismissed. 
• You are advised and encouraged to use the internal procedures (e.g. the grievance procedure) where appropriate. 

Complaints procedure 

If you feel you have been the victim of unfair discrimination, harassment, or victimisation you may raise a complaint through our Grievance Policy. Every effort will be made to resolve the matter. 

We will not tolerate the victimisation of individuals who have made allegations or complaints of discrimination or who have provided information about such discrimination. 

In accordance with our Disciplinary Policy, discrimination of any kind, including harassment and victimisation, is seen as gross misconduct, and will not be tolerated. It should not be assumed that complaints are only made by those who are oversensitive. 

Dismissals, redundancies, and other disciplinary measures  

It is important that:  

• We are consistent in the disciplinary measures taken, and do not discriminate on the grounds of sex, race, age, disability, religion, or belief.
• Redundancy procedures are undertaken carefully, so as to remove any effect which could be disproportionate or unjustifiable. 
• All reasonable practical steps are taken to ensure a standard of conduct or behaviour is observed which prevents you from being subjected to unfavourable treatment on the grounds of their sex, race, age, disability, religion, or belief. 

Your responsibilities  

It is your responsibility to be familiar with this policy and comply with its terms. It is the responsibility of management to effectively communicate the policy and to ensure that it is fully implemented.

Managers should not instruct, or pressurise you to discriminate, victimise, harass, or bully others, nor should they suppress any complaints of discrimination, victimisation, harassment or bullying in the workplace.

While the primary responsibilities for providing equal opportunities rest with us, you have responsibilities too. To assist in preventing any unlawful discrimination and promoting equality of opportunity it is important you:  

• Co-operate in measures introduced by management designed to ensure equal opportunity and non-discrimination. 
• Draw the attention of management to suspected discriminatory acts or practices. 
• Refrain from harassment or intimidation of your colleagues. 

Monitoring and review  

If direct or indirect discrimination it is brought to the attention of the senior management team, action will be taken to end it immediately.  

We are committed to operating all aspects of our business in an ethical manner. This includes, but is not limited to:  

• Respecting your rights. 
• Promoting non-discriminatory practices.
• Providing proper processes for complaint and redress.
• Providing safe and healthy working conditions.
• Treating customers, suppliers, and others with whom we deal in a fair and honest way.
• Dealing openly and reasonably with third parties affected by our operations.