Equal Opps
2. EQUAL OPPORTUNITIES POLICY
2.1 STATEMENT OF INTENT
2.1.1. We are an equal opportunities employer. There is no discrimination on the grounds of sex, marital status, colour, race or disability. This principal will apply to recruitment, training, promotion, dismissal and all other benefits, terms and conditions of employment.
2.2 POLICY STATEMENT ON EQUAL OPPORTUNITIES
2.2.1. This organization aims to ensure that no job applicant or employee, whether full or part time, permanent or casual is treated less favourably on the grounds of their gender, marital status, colour, nationality, religion, ethnic or natural origin, age, sexual preference or disability.
2.2.2. The way we recruit, select and train staff will be solely on the basis of relevant merits and abilities to undertake the advertised job. Jobs of equal value are paid at the same rate and all jobs are open to men and women.
2.2.3. All employees will be given equal access to training to enable them to progress. This organization is committed to eliminating discrimination and promoting equality of opportunity and has a programme of action to make this policy effective.
2.3. EQUAL OPPORTUNITIES LAW
2.3.1. This company and employees, must comply with statutory law relating to equal opportunities i.e.:-
- The Sex Discrimination Act 1975
- The Equal Pay Act 1970
- The Race Relations Act 1976
- The Disability Discrimination Act 1975
2.3.2 To ensure individuals are selected, employed and promoted on merit and ability, no forms of discrimination, harassment, intimidation or bullying are acceptable.
2.4. SEX DISCRIMINATION
2.4.1. It is unlawful for employers to discriminate in employment terms on the grounds of gender (with the exception of certain Genuine Occupational Qualifications e.g. where
considerations of privacy and decency or authenticity are involved).
2.4.2. Discrimination generally takes two forms:-
- Direct discrimination, where persons are openly discriminated against or treated less favourably on the grounds of sex.
- Indirect discrimination, occurs when requirements or conditions may discriminate indirectly because the proportion of one sex which can comply with a particular requirement is much smaller than the proportion of another sex e.g. unjustifiable height requirements.
2.5. POSITIVE ACTION
2.5.1. Positive action may be used in recruitment to encourage applications from unrepresented groups.
2.6. EQUAL OPPORTUNITIES TRAINING AND EDUCATION
2.6.1. All persons employed by the company will be made aware of the equal opportunities policy by their Manager and it will be available to them at any reasonable time.
2.7. MONITORING
2.7.1. The Company Manager will monitor and review its policies and practices relating to equal treatment of all applicants and employees.
2.7.2. Records will be kept of all complaints and equal opportunity progress within the organization.
2.8. COMPLAINTS PROCEDURE
2.8.1. All allegations of harassment, bullying, intimidation or discrimination will be investigated and dealt with fairly, in accordance with the company complaints procedure. All information is confidential and to be handled with sensitivity:-
(1) The Company Manager will interview employees being discriminated against, harassed, intimidated or bullied.
(2) The Company Manager will interview the employee carrying out the discrimination, intimidation, harassment or bullying.
(3) Records will be kept of the:-
(i) date,
(ii) location,
(iii) nature of the incident,
(iv) behaviour,
(v) statements made,
(vi) feelings of the complainant,
(vii) names of all parties concerned, and
(viii) names of witnesses including the public.
2.9 DISMISSALS AND REDUNDANCIES
2.9.1. It is unlawful to discriminate on the grounds of sex or marriage in dismissals or redundancies.
2.9.2. It is recommended that dismissals or redundancies should not favour one group of employees, particularly in relation to voluntary redundancy benefits.