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1 Equal opportunities statement
1.1 We are committed to promoting a harmonious, respectful and positive working environment with equal opportunities for all in employment. We celebrate and take pride in the increasing diversity of our people which we consider a strength and adopt a zero-tolerance position to any form of unlawful discrimination.
1.2 You and any job applicant will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (‘Protected Characteristics’).
2 About this policy
This policy sets out our approach to equal opportunities and the avoidance of unlawful discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training and development, appraisals, promotion, conduct at work, disciplinary and grievance procedures and termination of employment.
3 Who is responsible for this policy
3.1 The senior management team has overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to-day operational responsibility for this policy (including regular reviews of this policy) has been delegated to the HR Advisor & Business Support.
3.2 However, we expect everyone to take responsibility to assist us in promoting equal opportunities in our business. In particular, we look to all our managers to set an appropriate standard of behaviour and lead by example, so as to ensure that those they manage adhere to this policy and promote our aims and objectives with regard to equal opportunities.
4 Discrimination
4.1 You must not unlawfully discriminate against or harass other people including current and former colleagues, job applicants, customers, interns, casual workers, agency workers and suppliers. This applies in or outside of work (when dealing with customers, suppliers or other work-related contacts) and on work-related excursions, awards evenings, training courses, competitions or social events.
4.2 The following forms of discrimination are prohibited under this policy and are unlawful:
a. direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of the colour of their skin, their religious views or because they might be gay.
b. indirect discrimination: a provision, criterion or practice that applies to everyone working in our premises but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because generally they have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
c. harassment: this includes sexual or racial harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our anti-harassment and bullying policy.
d. victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
e. disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
5 Recruitment and selection
5.1 Recruitment, promotion and other selection exercises will be conducted on the basis of merit, skills, experience and suitability to do the role against objective criteria that avoid discrimination.
5.2 We will take steps to ensure that job vacancies are advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.
5.3 Job applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the approval and guidance of a member of the Human Resources Department. For example:
a. questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments);
b. questions to establish if an applicant is fit to attend work or any reasonable adjustments that may be needed at interview or in any form of assessment;
c. positive action to recruit disabled persons;
d. equal opportunities monitoring (which will not form part of the selection or decision-making process).
5.4 Where necessary, job offers may be made conditional on a satisfactory medical check.
5.5 We are required by law to ensure that all colleagues are entitled to work in the UK. Assumptions about immigration status should not be based on appearance or apparent nationality. All prospective colleagues, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation.
5.6 The list of acceptable documents is available from UK Visas and Immigration website. If you have any questions in this regard, please speak to a member of the Human Resources Department.
6 Training, promotion, pay and benefits
6.1 Training and development needs will be identified through 1:1 conversations, regular reviews and appraisals. You will be given appropriate access to training, mentoring and coaching to enable you to process your career with us and all promotion decisions will be made on the basis of merit.
6.2 Our terms and conditions of employment, pay and benefits and facilities are reviewed regularly to ensure that they are available to all of you who should have access to them and there are no unlawful obstacles to accessing them.
7 Disabilities
7.1 If you are disabled or become disabled, we encourage you to share details about your medical condition with us so that we can support you as appropriate. You can do this through your line manager or by approaching a member of the Human Resources Department.
7.2 If you experience difficulties in the performance of your duties, you may wish to speak to your line manager or a member of the Human Resources Department to explore any reasonable adjustments that would help overcome or minimise the difficulty. It is possible that we may seek your consent to consult with your medical advisers or refer you to an external Occupational Health specialist in connection with possible adjustments. We will consider the matter carefully and try to accommodate your needs wherever reasonably practicable. If we consider a particular adjustment would not be reasonable, we will explain our reasoning to you and try to find an alternative solution wherever possible.
8 Part time and fixed term work
Part time and fixed term colleagues should be treated the same as comparable full time or permanent colleagues and enjoy no less favourable terms and conditions (on a pro rata basis where appropriate), unless different treatment is justified.
9 Breaches of this policy
9.1 We take a strict approach to breaches of this policy, which will be dealt with in accordance with our disciplinary procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in summary dismissal without notice or pay in lieu of notice.
9.2 If you believe that you have suffered discrimination you can discuss the matter informally with a member of the Human Resources Department or raise the matter formally through our grievance procedure or through our anti-harassment and bullying policy as appropriate. Complaints will be treated in confidence and investigated as appropriate.
9.3 There must be no victimisation or retaliation against colleagues who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as an act of gross misconduct and dealt with under our disciplinary procedure.