Equal Opportunities
This policy aims to avoid unlawful discrimination on the grounds of race, sex, disability, sexual orientation and religion or belief and is reflected across the Company. The policy is detailed below and covers the areas outlined.
We aim to treat people fairly, by ensuring that they have equal access to our services and to contractual and employment opportunities.
Adopting good practices helps us and our Clients, who we encourage to follow similar guidelines, to recruit and keep the best people, ultimately saves time and is cost effective, makes our premises and services more accessible to a wider market thus widening our recruitment and client base. More business could be generated by recognising new markets and thus develops a thriving, successful business.
On behalf of our Clients we apply best practice within the context of our instructions.
Recruiting
Job specifications exist for all jobs so we are clear as to key areas of responsibility and applicants will only be questioned accordingly
Applicants will be treated on their merits, vacancies are advertised openly and we do not rely on filling vacancies through contact or word of mouth
Disabled people are not prevented from applying for positions or from attending interviews
Pay is set fairly and equitably
Staff Retention
We have an open door policy for communication
Should promotion and training be offered, all staff will be considered fairly and on an equal basis
New recruits undergo an induction to welcome them to the Company
Harassment and Bullying
Harassment and bullying will not be tolerated and all staff will be made aware of who they can speak to should they become a victim of such behaviour
Emphasis will be placed on the person behaving inappropriately as opposed to the person guilty of this misconduct
Incidents will be investigated and not ignored
Disciplinary and Grievance Procedures
Procedures are in place to deal with such matters as they arise in an effort to prevent them from escalating and apply to all staff regardless of race, sex, disability, sexual orientation, religion, belief or age
Personnel Records
Such documentation is maintained to improve business effectiveness and to ensure that information is on record which can be referred to should a complaint be made
We are interested in how our staff is made up and consequently hold data with regard to their sex, ethnic group and disability, if any
In addition, details of staff attendance and absenteeism, salaries, training requirements or achievements and disciplinary action or grievances are noted
Job applicants and appointments are also recorded
We are aware that some of this information is personal and it is therefore kept private and confidential
Flexibility
We believe ourselves to be flexible with regard to physical and non-physical barriers when accommodating disabled people
Working practices or arrangements will be changed if they put a disabled employee or job applicant at a considerable disadvantage
Applications for flexible working from employees with young children are seriously considered, as are requests for time off due to family or religious needs. Religious and cultural dress codes are also observed
Maternity / Paternity Law
Should an employee become pregnant she will be allowed time off for antenatal care, provided with additional health and safety protection for as long as is necessary and be allowed to return to her job after maternity leave
She will not be penalised or dismissed because of her condition or because of any pregnancy related absence nor for any other reason connected with her pregnancy
Fathers with one year’s service will be awarded two weeks paid paternity leave
Equal Pay
We provide the same pay for men and women doing work that is the same or broadly similar, this may have been rated as equivalent under a job evaluation scheme or may be of equal value in terms of effort, skills, knowledge and responsibility required
The breakdown of all salary payments is clearly defined
Both part-time and full-time employees are treated similarly and the same rate of pay is applied for the same work be it carried out on a part-time or a full-time basis
The Laws on Equality
We are familiar with, and work within, the following laws:
- Equal Pay Act 1970
- Sex Discrimination Act 1975
- Race Relations Act 1976
- Disability Discrimination Act 1995
- Employment Equality (Sexual Orientation) Regulation 2003
- Employment Equality (Religion or Belief) Regulations 2003
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