Policies

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The policy applies to all staff in the Company, including employees and other workers such as agency workers, temporary workers and contractors. We expect all staff to put this policy into practice.

A copy of this policy will be distributed to all employees and can be found alongside the employee handbook - it will be made available to other workers on their engagement.  Job seekers and applicants can access the policy via the Company’s website and will be sent a copy of the policy on request.  All employees will be briefed on this policy – the briefing will also be included in the induction process for new employees.

Any questions about the policy should be directed to Sarah Friswell.

This policy does not form part of employees’ contracts of employment.

We review the policy annually and it may be amended at anytime.  

The Company is fully committed to providing equality in the workplace and all opportunities for and during employment will be given to individuals fairly and irrespective of age, disability, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race including colour, ethnic or national origins and nationality, religion or belief or sexual orientation (‘protected characteristics’). We aim to create a working environment that is free from discrimination and harassment in any form, in which all employees, clients and suppliers are treated with dignity and respect.  

The Company will not unlawfully discriminate in the arrangements we make for recruitment and selection or in the opportunities given for employment, training or any other benefit.  All decisions will be made fairly and objectively. We aim, as far as reasonably possible, to ensure that all our working practices are applied fairly and consistently and, where necessary, we will take reasonable steps to avoid or overcome any particular disadvantage these may cause and to promote equality.

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The Company has overall responsibility for the effective operation of this policy and for ensuring compliance with the Equality Act 2010 and associated legislation and for observing relevant Codes of Practice.

The Leadership Team is responsible for monitoring and reviewing the policy and for ensuring that all employment-related policies, procedures and practices adhere to this policy.  

All staff have a responsibility not to discriminate against or harass other staff, clients and suppliers and if they become aware of it, to report any such behaviour to a member of the Leadership Team.

Directors are responsible for implementing the equal opportunities policy and must apply the policy as part of their day-to-day management of the Company.  

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These are forms of discrimination that this policy aims to avoid:  

Direct discrimination occurs when a person is treated less favourably because of a protected characteristic that they either have or are thought to have. Direct discrimination can also occur by way of association, which is when a person is treated less favourably because, for example, their spouse or partner or other relative has the protected characteristic.

Indirect discrimination occurs when a provision, criterion or practice is applied equally to everyone,but has a disproportionately adverse effect on people who share a particular protected characteristic.  A person with the protected characteristic who is disadvantaged in that way has the right to complain.  

To be justified, the provision, criterion, or practice must be necessary for legitimate business reasons in circumstances where less discriminatory alternatives are not reasonably available.  

Victimisation occurs where someone is treated unfavourably because they have raised a complaint under this policy or taken legal action against the Company in relation to any alleged act of unlawful discrimination, or because they have supported someone else in doing this.

Harassment is unwanted conduct that violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Harassment can take many different forms and may involve inappropriate actions, behaviour, comments, emails or physical contact that cause offence or are objectionable.  

Harassment may involve a single incident or persistent behaviour that extends over a period of time and can occur even if someone did not mean to cause offence. It also means that a person can be subjected to harassment by behaviour that is not aimed at them directly but which they nonetheless find unpleasant.

Harassment is always unacceptable and where it relates to a protected characteristic it will amount to an unlawful act of discrimination.  

Discrimination arising from disability - in addition to the above, it is unlawful to treat a person unfavourably because of something that is the result, effect or outcome of their disability, unless the treatment is necessary and can be objectively justified. Employers also have a duty to make reasonable adjustments to ensure that disabled applicants, employees or other workers are not substantially disadvantaged.

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There are a number of ways in which the Company aims toensure equal opportunities in the workplace, including:  

Recruitment and selection

Recruitment and selection procedures will be free from bias or discrimination and conducted objectively, based on specific and reasonable job-related criteria. Decisions regarding an individual’s suitability for a particular role will be based on aptitude and ability.  

We will consider making appropriate reasonable adjustments to the recruitment process to ensure that disabled applicants are not substantially disadvantaged.

Wherever possible, vacancies will be advertised as being suitable for flexible working, to encourage applications from people seeking part-time work or job shares.

Career development and training

All staff will be given an appropriate induction to enable them to fulfil the responsibilities of their role.  

All employees will be encouraged to develop their full potential and we will not unreasonably deny an employee access to training or other career development opportunities. These will be identified as part of an ongoing performance management process and will be determined objectively, taking into account the needs of the business and available resources.  

Selection for promotion will be based on objective criteria and decisions will be made on the basis of merit.

Terms and conditions

Our terms and conditions of service will be applied fairly and benefits and facilities will be made available to all staff who should have access to them, as appropriate.