Equal Opportunities Policy

The Company is committed to promoting equality and valuing diversity within its workforce and its goal is to ensure that these commitments are embedded in its day-today working practices with all its customers, employees and partners.

The Company will provide equality of opportunity for all and will not tolerate discrimination, whether directly, indirectly, by association or by perception, on the grounds of age, disability, race, religion or belief, colour, gender, gender identity, sexual orientation, marital status, pregnancy and maternity, nationality, political opinion or affiliation, trade union activity, working pattern, caring responsibilities or any other protected characteristic of the Equality Act 2010 or other relevant legislation. Breaches of this Policy will lead to disciplinary proceedings and, if considered appropriate, to disciplinary action.

The Policy will be communicated to all employees and made known to all job applicants.

The Policy will be issued to all interested parties on request (customers, suppliers etc).

The Policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and any relevant codes of practice.

The Company will maintain a neutral working environment where no worker feels under threat or intimidated.

 

Recruitment, Selection and Promotion

The recruitment, selection and promotion process is a vital part of the Diversity and Equal Opportunities Policy and the Company will ensure that personnel involved in making such decisions will not discriminate consciously or unconsciously. This will be achieved with the support of an independent advisory body such as RBS Mentor.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this Policy.

Job descriptions have been reviewed to ensure that they are in line with this Policy and Job requirements will be reflected accurately in all personnel specifications.

The Company will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

The Company will not restrict recruitment to areas which provide only, or mainly, applicants of a particular group.

Job applicants will receive fair treatment and will be considered solely on their ability to do the job.

Short-listing and interviewing will be carried out by more than one person where possible.

Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

Selection decisions will not be influenced by any perceived prejudices of other staff.

 

Monitoring

The Company will review the employment records of all employees in order to monitor progress off this policy;

 

This may involve:

Collecting and classifying information about race, ethnic origin, religion, gender, age and disability.

Maintaining recruitment, training and promotion records for all employees, including recording the reasons for the decision made.

The company will safeguard and securely manage the personal records of employees and job applicants in accordance with the Company’s Privacy Policy and the General Data Protection Regulations 2016.

 

Policy Reviews

The Directors shall review the policy annually, or as necessary in respect of changing circumstances and legislation, to assess the effectiveness of its implementation and to make appropriate improvements.