Equal Opportunities/Diversity Policy
This model policy is intended to provide an example to employers and employees of good practice. It is not intended to represent a statement of the law.
A Model Equal Opportunities Policy (Non Contractual)
Although the is no statutory requirement for organizations to have an Equal Opportunities policy, having one will give guidance and structure in relation to fairness in the workplace whilst also setting out a company's ethos.
Commitment to equal opportunities and diversity
The employer is committed to the principle of equal opportunities in recruitment and employment and is opposed to any form of less favourable treatment or financial reward through direct or indirect discrimination, harassment, victimisation to employees or job applicants on the grounds of race, religious beliefs, political opinions, creed, colour, ethnic origin, nationality, marital/civil partnership status, sex, sexual orientation, disability, pregnancy and maternity or age.
It is the duty of all employees to accept their personal responsibility in adhering to the principles of equal opportunities. The employer will actively promote equal opportunities throughout the organisation to ensure that employees, whether part-time or full-time receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential skills and abilities. Employees will be recruited and selected, promoted and trained on the basis of objective criteria to ensure the business has the right people in the right roles. We recognize that sexual, racial , age and disability are covered under the legislation however other forms of harassment may cause problems at work and we are committed to ensuring that unacceptable behaviour does not take place.
Grievance and Disciplinary Procedures
The employer will ensure that any employee who feels that's/ he has receive unfair treatment or been subjected to discrimination can raise the matter by following the company's grievance procedure. The employer will ensure that any employee making a complaint of unfair treatment/discrimination will be protected against victimization and any conduct colleagues may be dealt with under the company's disciplinary policy.
The Company will provide employees with relevant training, to develop and promote individuals on the basis of merit and ability.
Rehabilitation of Offenders
It is your employer's policy not to discriminate against anyone who has a spent
conviction or to refuse, to engage or to dismiss on the grounds of a spent conviction - unless a role carries an exemption.
For employees who may have specific requirements due to disability the employer will put in place any reasonable measures and/or adjustments.
The employer acknowledges employees are entitled to be paid equally without any bias on the grounds of any relevant protected characteristic. Employees will receive equal pay for the same work and for work rated as equivalent and for work of equal value.
Your employer will review existing and future pay policies and structures and continue to monitor the impact of such policies and structures.
Harassment at work
Harassment is unsolicited and unwelcome workplace behaviour which adversely affects the dignity of the recipient. Where the behaviour is motivated by gender, marital status, race, colour, national or ethnic origin, nationality, age or disability it also amounts to infringement of equal employment opportunity. Conduct becomes harassment if it persists and it has been made clear that it is regarded as offensive by the recipient, although a single offensive act can amount to harassment if it is sufficiently serious.
The employer is committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned and any such conduct may be dealt with under the company's disciplinary policy.
The following are examples, which illustrate the sort of conduct, which may be treated as sexual harassment. This is not an exhaustive list:
• Unwanted physical contact, or conduct which is intimidatory, or physically verbally abusive. Harassment can also be non-verbal, for example, staring or gestures;
• Suggestions that sexual favours may further a person's career, or that refusal may hinder it;
• Sexual advances, propositions, suggestions or pressure for sexual activity at or outside work;
• Derogatory or demeaning remarks based on gender, or the display of sexually explicit material in the workplace.
The following are examples that illustrate the sort of conduct, which may be treated as racial harassment. This is not an exhaustive list:
• Jokes about race;
• Offensive names used;
• References to people by offensive racist descriptions;
• Verbal or physical abuse because of a person's race or colour;
• Detrimental behaviour because of a person's race
• Denial of opportunity because of race.
A situation of harassment may be resolved informally, by talking directly to the person who is responsible for the harassment. However if you believe you are the subject of harassment you should make a formal complaint to your manager or if the complaint is about your manager to the next level of management.
Confidentiality will be maintained throughout any investigative process as far as possible. Neither the complainant nor the alleged harasser will be victimised in any way. However, the making of a complaint in bad faith - knowing the allegation to be false- may itself result in disciplinary action against you because it could be regarded as misconduct.
Where an employee is found to have harassed another employee your employer will decide the appropriate action (if any) in the light of all the evidence. Such action may include disciplinary action, dismissal, a job transfer, training or counselling. The aim throughout is to resolve the complaint of harassment sensitively, impartially, effectively and quickly.
Where a harasser is retained in employment, the employer will monitor the situation to ensure that the harassment has stopped. It is a disciplinary offence to victimise or retaliate against an employee who has, in good faith, made, supported or assisted in the making of a complaint of harassment. There will be no victimisation of any employee for making or supporting or assisting a complaint of harassment - even if the complaint is not upheld - provided the action was taken in good faith.