Introduction
The Group is an equal opportunity employer and recognises, acknowledges and seeks to promote the diversity of its workforce and to reflect the multicultural societies in which our business operates. It is our aim to ensure that all employees are treated fairly with dignity, courtesy and respect. The Group is also mindful of its obligations to conform with the UK’s employment laws and is keen to ensure that the business and its workforce operate to their full potential. In keeping with these aims, the Group has introduced a written policy to provide guidelines on the responsibilities of every employee.
This policy does not form part of any employee’s contract of employment and we reserve the right to amend or issue a replacement policy at any time.
Policy Statement
This policy reflects our intention to safeguard the right of all our employees to be treated with dignity, courtesy and respect within the workplace.
In accordance with the above aims, the Group endeavours to treat all of its employees and job applicants fairly on the basis of merit and ability to do the job without being improperly influenced by factors such as racial grounds, religion or belief, sex, marital status, sexual orientation, gender reassignment, disability, age or any other grounds which are unjustifiable in terms of equality of opportunities.
The Group endeavours not to discriminate unlawfully in the areas of recruitment, selection, promotion, transfer, training, access to benefits and services, options for flexible working, redundancy, discipline and dismissal.
It is also our policy that all employees should be allowed to work in an environment free from harassment, bullying and unsolicited or unwelcome comments or approaches on discriminatory grounds.
Implementation
The person with ultimate responsibility for this policy is the HR Director who will co-ordinate the policy’s implementation and can deal with any queries relating to it.
Laws
A number of laws have been passed by Parliament aimed at preventing discrimination and prejudice against various groups of people. These laws include:
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The Sex Discrimination Act 1975.
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The Race Relations Act 1976.
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The Disability Discrimination Act 1995.
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The Employment Equality (Religion or Belief) Regulations 2003.
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The Employment Equality (Sexual Orientation) Regulations 2003.
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The Equal Pay Act 1970.
The grounds that constitute unlawful discrimination are therefore are as follows:
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Sex.
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Marital Status.
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Gender reassignment.
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Racial grounds, which encompass race, colour and national or ethnic origin.
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Disability, both physical and mental.
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Religion, religious belief or similar philosophical belief.
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Sexual Orientation.
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With effect from 1 October 2006, age.
Responsibility of All Employees
We recognise that reaching our aim involves a commitment from both employees and from management and that it will be an ongoing and evolving process.
All managers and employees have an individual responsibility to (i) adhere to this policy, (ii) ensure that all individuals under their supervision adhere to this policy and (iii) ensure that fellow employees and any third parties with whom they or fellow employees deal on behalf of the organisation are treated at all times with dignity, courtesy and respect. You are expected, by your behaviour, to demonstrate your commitment to this policy and its aims.
Managers also have an individual responsibility to (iii) maintain a working environment which promotes the dignity and respect of all workers and (iv) provide appropriate support and protection (including from victimisation) for an employee who is involved in a possible or actual complaint under this policy (whether formal or informal). The employee could be a possible or actual complainant, the person being complained about or any witnesses who give evidence in connection with the complaint.
The Group will make diversity training available to all staff to raise their awareness of issues concerning their conduct and behaviour at work. This will ensure that they are aware of their individual responsibilities within the fields of equal opportunities and dignity at work and that they know how to support and comply with this policy.
Grievance Procedure
If any employee believes that their rights under this policy may have been breached, then initially, it may be appropriate to attempt to resolve the problem informally by approaching the person in breach and outlining what they are unhappy with. If an employee would find this too difficult or embarrassing, then they should seek support from an HR Business Partner.
If an employee regards attempts at informal resolution as inappropriate given the seriousness of their complaint or if informal attempts have failed or been unsatisfactory, then a formal complaint may be made to an HR Business Partner. This should be in writing and set out the complaint as fully as possible. An investigation will be carried out as quickly as possible (depending upon the individual nature of the complaint). The complainant, the person that the complaint is about and any relevant witnesses will be interviewed formally. Following the investigation, the complainant and the person that the complaint is about will be told of the findings and given them in writing.
If the complainant is dissatisfied with the outcome or the way in which their complaint was handled, they should submit an appeal to the HR Director within seven days of receipt of the written findings. The HR Director will hear the appeal and their decision on it will be final and binding within the Group.
If the findings disclose evidence of a possible disciplinary offence, then disciplinary proceedings will be commenced in accordance with our disciplinary policy. A breach of this policy may constitute an act of gross misconduct which may, for example, lead to summary dismissal (without notice or pay in lieu) or disciplinary transfer (whether temporarily or permanently) to different duties or a different location. It will also be considered a disciplinary offence under this policy to bring a complaint in bad faith and, therefore, maliciously, or to victimise an employee for bringing a complaint in good faith. These will typically constitute acts of gross misconduct which could lead to summary dismissal. Where a complaint is not upheld because, for example, the evidence is inconclusive, it may nonetheless be appropriate for us to consider informal ways of addressing the issues raised.
At all meetings under this procedure, attendees may be accompanied by a fellow employee or trade union representative of their choice. All members of the HR department have received appropriate training in resolving equal opportunities and dignity at work issues. They will deal with any grievances raised with them under this policy in the strictest confidence save to the extent that anyone else involved in the grievances reasonably needs to be made aware of them.
Monitoring, Review and Record Keeping
The Group may monitor conditions for all staff and its selection procedures in order to ensure that the introduction of this policy is having the desired effect of ensuring equal opportunities for all at work, eliminating unlawful discrimination of all forms and protecting employees’ dignity at work.