equal opportunities policy

EQUAL OPPORTUNITIES POLICY TO ALL ASSISTANTS

1. Introduction

This policy statement confirms the Company’s total commitment to Equal Opportunities and it describes its’ expectations for the practical implementation of the Company’s Equal Opportunities Policy.

The Company considers all forms of discrimination to be unacceptable in the workplace and is committed to providing equal opportunities throughout employment. The responsibility for providing equal opportunities for all job applicants and employees rests primarily with those responsible within the operating units for recruiting and training employees.

The aim of the Policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, ethnic or national origin, gender, sex, sexual orientation, marital status, disability, religious convictions or age nor is disadvantaged by conditions or requirements which cannot be shown to be justifiable:

a. receive less favourable treatment than another

b. is placed at a disadvantage by requirements or conditions which cannot be shown to be necessary to the satisfactory completion of the job.

Entry into the Company and progression within it will be determined by the application of objective criteria. This will mainly involve personal performance, including attendance and merit. Selection criteria and procedures will be frequently reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities and to provide all applicants and employees with equal treatment in recruitment, promotion, transfer, training and termination procedures.  Employment practices and conditions will be regularly monitored and reviewed with the aim of avoiding all forms of direct and indirect discrimination.

Managers will treat all employees with respect and will strive to provide a working environment free from discrimination, harassment or victimisation. All employees will be made aware of the provisions of this policy and all employees are required to ensure that the policy is carried out properly.

2. Responsibilities

2.1 Responsibilities of Directors, Managers and Supervisors

The overall responsibility for the implementation and monitoring of this Policy is allocated to the Divisional Personnel Director, through unit Managing Directors and their management teams. It is their responsibility to make the Policy known to all employees, job applicants, and any agency working with or on behalf of the Company.

2.2 Responsibilities of Company Employees

The Company emphasises that whilst the policy identifies that primary responsibility for implementation is held by management, this policy and the law regarding equal opportunities places clear responsibilities and duties on all employees to promote the principle and practice of equal treatment. Employees will be made aware by the Company of measures introduced to ensure equal opportunity and non-discrimination.

In particular, employees are required to:

a. co-operate with measures introduced under this policy

b. not discriminate themselves, not induce or attempt to induce any other employees to discriminate on the basis of the categories outlined previously

c. to refrain from inappropriate behaviour and language Deliberate failure to observe the requirements of the Equal Opportunity Policy will be the subject of disciplinary action through the Company’s normal procedure.

2.3 Responsibilities of Non-Company Employees

Contractors and their employees, students, clients and other visitors to the Company are also required to act in accordance with this policy and will remain on site only for so long as they comply with its’ terms. Those who offend against this policy will be dealt with sensitively but firmly as appropriate in the circumstances.

There is a responsibility on all employees to report apparent breaches to their manager.

3. Implementation of the Policy

3.1 Recruitment, Promotion and Transfer

The Company will ensure that information about vacant posts will be circulated as widely as possible. No recruitment literature or advertisements will imply a preference for any one group of applicants unless there is a general occupational qualification which limits the post to a particular group, in which case this will be clearly stated.

The Company will take all reasonable steps to recruit, employ and promote employees on the basis of ability, skill and qualification, without regard to any of the grounds referred to above.

3.1.1 Job Requirements

Any qualifications or requirements deemed applicable to a job shall be capable of being demonstrated as being necessary to the required performance of the job.

3.1.2 Recruitment and Selection

All job applicants will be treated equally. Applicants will be considered on their merits and skills for employment, career development and promotion without discrimination.

a. Advertisements

Advertisements must be written in such a way as not to exclude or disproportionately reduce the number of applicants in a particular category. Advertisements should specify only requirements which are essential to the job. Advertisements, application forms and recruitment literature of any description shall include a statement that the Company is an equal opportunity employer.

b. Outside Agencies and Institutions

Recruitment must not be confined unjustifiably to those agencies, job centres, Careers offices and schools, which because of their particular sources or location, produce mainly applicants of particular bias to any category. In addition consideration should be given to using specialist training colleges and disabled persons agencies along with any others.

c. Interviews

Interviewers must check before the interview that any special needs of the candidate have been met. All discussion should be open, frank and objective but not in any way discriminatory.

d. Medical

All applicants will undergo a medical prior to starting employment in line with company policy. The Health and Safety Manager or Company Doctor will advise on any limitations which need to be taken into account in making a recruitment decision.

4. Employee Involvement

4.1 Trade Unions

Trade Union Procedures will avoid discrimination against any category of applicant.

4.2 Applications and Interviewing

It is the responsibility of Unit management to ensure that Security and Personnel Staff are instructed not to treat casual or informal applicants from any groups less favourably than others. This also applies to contractors in such work.

i. Training and guidance including written instructions, will be given to all management and supervisory staff, other relevant decision makers and people who come into contact with the public in general (such as Security Officers and Receptionists) to ensure that they understand their position in law and under Company policy.

ii. Staff responsible for selecting candidates should be:

• Clearly aware of selection criteria and the need for consistent application

• given guidance and training on the effect which generalised assumptions

• made aware of possible misunderstandings that can occur in interviewing people whose background is different

iii. Existing procedures, criteria and practices will be examined and regularly reviewed by the Personnel Department to ensure that they are not actually or potentially unlawful discriminatory.

4.3 Selection Criteria and Tests

Selection tests will be specifically related to job and/or career requirements and measure an individual’s actual or inherent ability to do the work or train for the career. Selection tests, if used, will not discriminate against applicants from any background or category.

a. A standard of English or level of qualification should not be required that is higher than needed for the safe and effective performance of the job.

b. Applicants should not be disqualified because they are unable to complete an application form unassisted.

c. Overseas degrees, diplomas and other qualifications will not be assumed to be of inferior quality. Where it can be demonstrated that qualifications are equivalent to those of the UK, they should be accepted as such.

5. Promotion, Transfer and Training

All employees will be provided with the appropriate training for their needs.

a. Policies, agreements, rules and practices regarding selection for promotion, transfers, training, day release and personal development will avoid discrimination.

b. When opportunities for promotions, transfer and training are advertised this will be done in such a way as not to discriminate against, exclude or disproportionately reduce the number of applicants from any category.

c. Criteria used in appraisal assessments will avoid discrimination and appraiser will not discriminate in their application.

6. Terms of Employment, Benefits, Facilities and Services

a. All terms of employment, benefits, facilities and services should ensure that there is no unlawful discrimination to any applicant or employee.

b. Part time and temporary employees should not be treated less favourably than other employees, irrespective of category.

 

7. Grievances, Disciplinary Procedures and Victimisation

a. Employees who in good faith raise complaints in relation to discrimination will not be discriminated against by the disciplinary measures and should raise such matters through the appropriate Grievance Procedure.

b. The Company will not ignore or treat lightly grievances from members of any category on the assumption that they are over sensitive to discrimination.

c. In applying disciplinary procedures, consideration will be given to the possible effect on employee’s behaviour of the following:

• Sexual or racial abuse

• Communication and comprehension difficulties

• Differences in cultural background or behaviour

d. In the application of grievance and disciplinary procedures all employees will be treated equally and consistently regardless of the category to which they belong.

e. Complaints will be taken seriously, be fully investigated and will result in disciplinary action in appropriate cases.

8. Monitoring of the Policy

The Company will ensure that all aspects of this policy are kept under review in order to ensure the effectiveness of its Equal Opportunities Policy.

a. To assess whether equality of opportunity is being achieved, the affects of selection decisions and personnel practices and procedures will be monitored regularly.

b. A designated member of the Personnel Department on each site, will regularly monitor the day to day operation of the Policy in respect of employees and job applicants and will undertake periodic Site audits.

i. The composition of members of any category of the workforce of each area, shift and job category and changes in ratio over period of time.

ii. Selection decision for recruitment, promotion, transfer and training, according to the applicants and reasons for these decisions.

c. Except in cases where there are large numbers of applicants and the burden on resources would be excessive, reasons for selection and rejection should be recorded at each stage of the selection process e.g. initial short listing and final decisions. Simple categories of reasons for rejection should be adequate for the early sifting stages.

d. This information should be carefully and regularly analysed and, in order to identify areas which may need particular attention.