This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
This policy does not form part of any employee's contract of employment, and we may amend it at any time.
Discrimination
We are also determined to create a working environment which is free from any form of discrimination and harassment and within which all individuals, including customers and visitors, are treated with respect, fairness, and courtesy. You are required, therefore, to ensure that you do not harass or discriminate against people with whom you come into contact at work by your actions or behaviour – whether directly or indirectly, intentionally or unintentionally.
Examples include inappropriate banter, for example of a sexual nature, telling jokes in poor taste that may cause offence or sending text messages or posting comments on social media sites, the contents of which are, for example, hurtful or offensive or which contain sexist or racist comments.
Discrimination including bullying, harassment, or the use of threatening and abusive language and/or behaviour will not be tolerated and will result in disciplinary action being taken, up to and including summary dismissal for gross misconduct.
The following forms of discrimination are prohibited under this policy and are unlawful:
Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or their sexuality.
Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Bullying and harassment is dealt with further below.
Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.
Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Recruitment and Selection
We are committed to recruiting, training, and promoting the best person for the job and encouraging all our employees to reach their full potential, regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics), as well as social or educational background or family or care responsibilities. Employees and potential employees will not be disadvantaged by any conditions of employment or by job requirements that cannot be justified objectively on operational grounds.
In respect of recruitment practices the Company will ensure that the assessment of whether someone is “suitably qualified” will only be made on the basis of their ability to do the job and selection will be made solely on merit. When interviewing, we will not use irrelevant job requirements, subjective and/or personal opinion or traditional
stereotyping i.e., assumptions about someone’s ability based only on personal experience and beliefs.
Vacancies should be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.
Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law. For example:
1) Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any
reasonable adjustments).
2) Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that
may be needed at interview or assessment.
3) Positive action to recruit disabled persons.
4) Equal opportunities monitoring (which will not form part of the selection or decision-making process).
Where necessary, job offers can be made conditional on a satisfactory medical check.
We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport or full birth certificate) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the Human Resources Department.
Training and Promotion and Conditions of Service
All employees will have equal access to training and career development, to promotion, to pay and benefits and will be treated fairly and consistently in the application of the company’s disciplinary and grievance procedures.
Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all of you who should have access to them and that there are no unlawful obstacles to accessing them.
Reasonable Adjustments
If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate. If you experience difficulties at work because of your disability, you may wish to contact your line manager or the Human Resources Department to discuss any reasonable adjustments that would help overcome or minimise the difficulty. Your line manager or the Human Resources Department may wish to consult with you and your medical adviser about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try
to find an alternative solution where possible.
We will monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access.
Part-Time and Fixed-Term Work
Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate) unless different treatment is justified.
Breaches of this Policy
We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.
If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure or through our Anti-harassment and Bullying Policy as appropriate. Complaints will be treated in confidence and investigated as appropriate.
There must be no victimisation or retaliation against staff who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.
