Download Equal Opportunities Policy here

Our Equal Opportunities policy

Purpose of the Policy

To ensure that all employees and potential employees are treated fairly and without unjustified discrimination regardless of their colour, creed, race, ethnic origin, gender, sexual orientation, marital status, disability or age.

Guidelines

Everybody in the Company has a responsibility to ensure that this policy is carried out. Any action or decision affecting a current or potential employee should be made on their ability to perform their job based, on relevant and objective criteria. Decisions should be scrutinised to ensure that they do not directly or indirectly disadvantage one group of people against another.

To enable this policy to work everybody should avoid holding or acting on prejudices or stereotypes.

Recruitment

Appointments and promotions will be made on merit and, so far as it is practicable, we shall actively try to reach and encourage applications from any suitably qualified and experienced person. There must be no implication (intended or otherwise) that applications are less welcome from some groups than from others.

In addition to any external advertising which takes place, all vacancies and career opportunities will be advertised internally in order to ensure that all suitably qualified staff have opportunity to apply.

Selection

The interview and assessment process must be fully objective and concentrate on information that is relevant to the job and which mirrors the Job Description and the Person Specification. Questions asked must be consistent and based on fact not assumptions.

Job Duties

Responsibilities should be allocated and duty rotas drawn up on a fair basis, giving all people equal opportunity to learn new areas.

Pay

Ability, performance and the job market should determine pay differentials.

Flexible Working Arrangements

The Company will consider employees and potential employees for part time work or for job-share where this is practical within the demands of the job in question. All decisions to refuse part time or job share applications must be fully justified by the needs of the job.

Training

All employees must be offered the same opportunities for training, including those working part time.

Development Reviews

All employees should have the same opportunities for a performance review and to be fairly and objectively assessed for promotion.

Dress Code

If an employee has difficulty complying with the dress code because of ethnic, religious or some other substantial reason, their needs should be accommodated where possible.

Pregnancy

A pregnant employee, or one who has recently given birth, must not suffer any disadvantage because of her condition.

Harassment

Discriminating against anybody because of their race, gender, sexual orientation or disability or age is not acceptable.

Religious Holidays

If an employee needs time off for a religious holiday, this should be accommodated within the usual holiday entitlement but such a request for leave on specific dates will not unreasonably be refused.

Trade Union

Employees will not suffer any detriment for belonging to a trade union or for taking part, at an appropriate time, in it's activities.

Enforcement

Staff who believe their rights under the Equal Opportunities Policy have been infringed should raise the matter with their line manager, using the Grievance Procedure.

Staff have the right to raise matters in good faith without fear of criticism or reprisals.