Equal Opportunities Policy
We recognise that discrimination in the workplace in any form is wholly unacceptable and, in most cases, unlawful. We are committed to ensure that all job applicants and employees are treated fairly and without favour or prejudice. This will be applied throughout all areas of employment; recruitment and selection, training, development and promotion.
In all situations people will be judged solely on merit or ability. The following sets down the key points of our equality policy:
- Each and every employee has a duty to observe and apply the policy at all times.
- To ensure that we reach the widest cross section of the community, all vacancies will be advertised through the appropriate agencies, or independent media, as well as being advertised internally.
- We will ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, nationality, ethnic, or national origin, sex, marital status, sexual orientation, disability, political opinion/affiliation, age or religion.
- Our application process will be as simple and straightforward as possible, and we will not ask for unnecessary information.
- Interview questions will be related to the requirements of the job and the behaviours and values of the company, and we will not seek irrelevant qualifications. Applicants will be short listed/selected solely on the basis of capability.
- Each and every employee has an obligation to make a positive contribution towards maintaining an environment of equal opportunity.
The perpetrator(s) of any breach of our equality policy, which is proven, on the balance of probability, to be true, will be liable for disciplinary action, which could result in dismissal, and in serious cases summary dismissal.
Conduct and General Standards of Behaviour
The company recognises that harassment in the workplace in any form is wholly unacceptable and, in most cases, unlawful. We are committed to ensuring that we provide a working environment that is welcoming, harmonious and acceptable to all.
It is the duty of each employee to respect the feelings and well-being of all their colleagues and other interested parties, such as visitors, suppliers and customers. What might be acceptable to one person might be upsetting and/or intimidating to another person. Harassment is considered to be unacceptable language or behaviour that causes the recipient of such actions to be embarrassed, offended, or threatened. Harassment can take many forms and can range from relatively mild banter to actual physical violence.
The following outlines examples of the type of behaviour which the company would consider constitutes harassment, and in direct breach of our non-harassment policy:
- Jokes and pranks of a coarse, insensitive or sexual nature.
- Coarse or insensitive comments about appearance or character.
- Display of offensive material - written or pictorial.
- Deliberate exclusion from conversation or activities.
- Unwelcome familiarity or body contact.
- Abusive, insulting, or threatening language.
- Demands or threats to intimidate or obtain favours.
- Threatened or actual violence.
- Continued suggestions for social activity after it has been made clear that such suggestions are unwelcome.
- Unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless).
- Offensive e-mails, text messages or social media content.
The above is not intended to be exhaustive.
The perpetrator(s) of any harassment claim which is proven, on the balance of probability, to be true, will be liable for disciplinary action, which could result in dismissal, and in serious cases summary dismissal.
The Equality Act 2010 has been used as the foundation for this policy. The Equality Act legally protects people from discrimination in the workplace and in wider society. It sets out protected characteristics and the different ways in which it is unlawful to treat someone.
The Managing Director has overall responsibility for the application of this policy, supported by the HR function.
The company will make this policy readily available on the company’s website and intranet for all interested parties. The policy will also form part of a new employee’s induction training programme.
The internal audit programme will audit compliance against this policy, and other company policies, at regular intervals. Compliance will also form part of regular legal reviews, by the company legal compliance advisor.
The Grievance Procedure and Whistleblowing Policy is available to any individual who believes that they have been harassed and/or discriminated against, and the company would urge those individuals to pursue their rights through this channel. Full details of the Grievance Procedure can be seen within our Handbook.
Employees in any case of uncertainty, or any cases of doubt, surrounding how to apply this policy, should speak with the Managing Director or QuEnSh Manager.
The policy will be reviewed annually, or earlier, should there be any significant changes, such as to governing legislation.