We are committed to the principle of equality and equal opportunities in employment. We are opposed to any form of less favourable treatment or financial reward through direct or indirect discrimination, harassment, victimisation to employees or job applicants on the grounds of age, race, religious beliefs, political opinions, creed, colour, ethnic origin, nationality, marital/parental status, pregnancy or maternity, gender reassignment, sex, sexual orientation or disability and to any form of less favourable treatment on these grounds.
We recognise our legal obligations for the elimination of discrimination on the above grounds and for elimination of discrimination in pay between men and women who do the same work, or work of a similar nature or work of equal value.
You have a personal responsibility to adhere to the principles of equality and equal opportunity and maintaining racial harmony. We will actively promote equal opportunities in our business to ensure that individuals receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential skills and abilities. Employees will be recruited and selected, promoted and trained on the basis of objective criteria. Sexual, racial and other forms of harassment will not be tolerated. We will treat unfair discriminatory conduct by any member of staff as a disciplinary offence.
We will regularly monitor our policies to ensure that we pursue an effective policy of equal opportunity.
We will ensure that any employee who feels that he or she has been treated unfairly or subjected to direct or indirect unfair discrimination/harassment can raise the matter through the appropriate grievance procedure where every effort will be made to secure a satisfactory resolution. Any employee making a complaint of unfair discrimination/harassment will be protected from any victimisation in any form.
We will train, develop and promote on the basis of merit and ability and encourage all employees and applicants objectively.
We will not discriminate against anyone who has a spent conviction under the Rehabilitation of Offenders Act 1974.
Men and women are entitled to be paid equally without any bias on the grounds of sex. This right is set out in the Treaty of Rome and is enforceable under UK Law.
All reasonable steps will be taken to ensure that male and female staff receive equal pay for the same work and for work rated as equivalent and for work of equal value.
Harassment is unsolicited and unwelcome workplace behaviour that adversely affects the dignity of the recipient. Where such behaviour is motivated by gender, sexual orientation, marital status, race, colour, national or ethnic origin, nationality, age or disability it also amounts to infringement of equal employment opportunity.
We are committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned. Such behaviour can range from extreme forms such as violence or bullying to less obvious actions like practical jokes and ridiculing colleagues or subordinates.
Conduct becomes harassment if it persists after the recipient has made clear that it is regarded as offensive, although a single offensive act can amount to harassment if it is so serious as to be obviously offensive towards the recipient.
Any form of harassment is a potential disciplinary matter.
Third party harassment can occur if an employee complains of harassment by a person who is not an employee, or when an employee harasses a client or a customer.
If you are subjected to harassment by anyone that you encounter in the course of your work it is very important that you bring this to the attention of your manager as soon as possible because we cannot take action to prevent this occurring unless we are made aware of it. We will take all reasonable steps to prevent this behaviour.
Sexual harassment is a particular form of harassment. It is conduct at work directed towards an employee by another employee or group of employees which is of a sexual nature, or which is based on a person's sex, and which is regarded as unwelcome or offensive to the recipient.
The following examples illustrate the sort of conduct that may be treated as sexual harassment:
Sexual harassment is a denial of equal employment opportunity and has the effect of insulting and demeaning the employee who is harassed.
Racial harassment is a particular form of harassment. It is conduct at work directed towards an employee by another employee or group of employees 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:
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 discrimination/harassment you should make a formal complaint. Depending on the seriousness of the allegation, the alleged employee may be suspended, while the matter is being investigated. Depend on the serious of the allegation may be subject to suspension
The aim throughout is to resolve the complaint of harassment sensitively, impartially, effectively and quickly.
There will be no victimisation of any employee 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.
Discrimination or harassment on grounds of age by employers is prohibited in the areas of recruitment, promotion and training. There can be direct and indirect age discrimination.
It is unlawful for an employer 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 an employer 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.