The Company recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination. It will seek to promote the principles of equality and diversity in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public. All employees, and those who act on behalf of the Company, are required to adhere to this policy when undertaking their duties or when representing the Company in any other guise.

Your Entitlements and Responsibilities

Unlawful Discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Company will take all necessary action to prevent its occurrence.

Specifically, the Company aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality and ethnic origin), disability, sexual orientation, marital status, part-time status, age, religion or belief.

This commitment applies to all aspects of employment, including:

• Recruitment and selection, including advertisements, job descriptions, interview and selection procedures
• Training
• Promotion and career-development opportunities
• Terms and conditions of employment, and access to employment-related benefits and facilities
• Grievance handling and the application of disciplinary procedures
• Selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Company will review all policies and implement necessary changes where these could improve equality of opportunity.

Recruitment of Ex-Offenders

The Company actively promotes equality of opportunity for all candidates, including those with criminal records, where appropriate. Applicants are required to provide details of any criminal record at an early stage in the application process. Any such information should be sent in a separate confidential letter to the Human Resources Manager. Only those who need to see it, as a formal part of the recruitment process, will have access to this information. Having a criminal record will not necessarily prevent you from being appointed.

Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence(s). The Company will discuss, with you, the relevance of any offence to the job in question. If you fail to make a disclosure, in accordance with the Company’s ‘Disclosures and Disclosure Information Policy’, this may lead to the withdrawal of an offer of employment.

Career Development

While positive measures may be taken, to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

However, the Company will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are underrepresented in the workforce and encourage them to take up training and career-development opportunities.

Procedure

Complaints of Discrimination

The Company will treat all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties as serious, and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior employee in accordance with the Company’s Grievance Policy.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Company is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Company’s Disciplinary Procedures.

Investigation Accusations of Unlawful Discrimination

If you are accused of unlawful discrimination, the Company will investigate the matter fully.

During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions. If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action. If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action up to and including dismissal, without notice, for gross misconduct.