Equality of Opportunity Policy

Scope

This policy covers all individuals currently and potentially working for the organisation, irrespective if their employment or contractual status, level or grade. The terms equality, inclusion and diversity are at the heart of this policy. All job applicants, employees and workers (including agency workers) are covered by this policy

We want all personnel to be clear about the behaviours and actions that are discriminatory to help prevent this type of treatment and continue to develop a positive place to work. We also want personnel to feel comfortable raising issues under this policy, so that we can provide support and take appropriate action to resolve any situation.

Responsibility

  • Overall responsibility for the policy lies with the Board of Directors, supported by the Senior Leadership Team (“SLT”).
  • The Directors and SLT are responsible for assigning the review of legislative and regulatory requirements as appropriate whereby the evaluation of compliance will also be driven by changes to underlying legislation.

Definitions

‘Equality’ means ensuring everyone has the same opportunities to fulfil their potential free from discrimination.

‘Inclusion’ means ensuring everyone feels comfortable to be themselves at work and feel s the worth of their contribution.

‘Diversity’ means the celebration of individual differences amongst the workforce. We will actively support diversity and inclusion and ensure that all our employees are valued and treated with dignity and respect. We want to encourage everyone in our business to reach their potential.
Discrimination happens because of bias, prejudice, misconception, and stereotyping. This can mean that an individual’s talents, skills, abilities, potential and experience are not considered fairly. It might not be intentional but, as well as being unfair, it is also a breach of the Equality Act 2010.

Policy Statement

We value people as individuals with diverse opinions, cultures, lifestyles, and circumstances. This policy applies to all areas of employment including recruitment, selection, training, career development and promotion. These areas are monitored, and policies and practices are amended if necessary, to ensure that no unfair or unlawful discrimination, intentional, unintentional, direct, or indirect, overt, or latent exists.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals in our organisation as it seeks to develop the skills and abilities of its people. While specific responsibility. For eliminating discrimination and providing equality of opportunity lies with managers and supervisors, individuals at all levels have a responsibility to treat others with dignity and respect. The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout the organisation.

Management will ensure that recruitment, selection, training, development, and promotion procedures result in no job applicant, employee, or worker receiving less favourable treatment because of a protected characteristic within the Equality Act 2010.
Protected characteristics are:

  • race (including colour, nationality, ethnic or national origin and caste),
  • religion or belief,
  • disability,
  • sex and sexual orientation,
  • pregnancy or maternity,
  • gender reassignment,
  • marriage/civil partnership, and
  • age.

In accordance with our overarching equal treatment ethos, we will ensure no-one is treated less favourably on account of their trade union membership or non-membership, based on being a part-time worker or fixed term employee.
It is the organisation’s objective to ensure that individuals are selected, promoted, and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment.
The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.
The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.
Management has the primary responsibility for successfully meeting these objectives by:

  • not discriminating during engagement against employees, workers, or job applicants
  • not inducing or attempting to induce others to practice unlawful discrimination
  • bringing to the attention of our workforce that they may be subject to action under the Disciplinary Procedure as detailed within the Staff Handbook, or other appropriate action, for unlawful discrimination of any kind

You can contribute by:

  • not discriminating against fellow employees, workers, customers, clients, suppliers or members of the public with whom you come into contact during the course of your duties
  • not inducing or attempting to induce others to practice unlawful discrimination
  • reporting any discriminatory action to the Head of HR

The successful achievement of these objectives necessitates a contribution from everyone, and you have an obligation to report any act of discrimination known to you.
If you consider that you are a victim of unlawful discrimination you may raise the issue through the Grievance Procedure as detailed in the Staff Handbook.

Signed: Josh Raffo
Date: 10/12/20

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