Barclay Anderson Equal Opportunities Policy
1.
POLICY STATEMENT
1.1
The Company recognises that discrimination is unacceptable and that it
is in the interests of the Company and its employees to utilise the
skills of the total workforce.
1.2 It
is the aim of the Company to ensure that no employee or job applicant
receives less favourable facilities or treatment on grounds of sex,
marital status, disability, race, colour, nationality, ethnic origin,
religion, dependents or age or are placed at a disadvantage by
imposed conditions or requirements which cannot be shown to be
justified. The Company wishes to see its workforce broadly reflecting
the community in which its premises are based.
1.3
Present numbers of staff and applicants for appointments or promotion
shall be assessed on the basis of their suitability, capability and
qualifications.
1.4
This policy and the associated arrangements shall operate in
accordance with statutory requirements. In addition, full account will
be taken of any Codes of Practice issued by the Commision for Racial
Equality, the Equal Opportunities Commission and the Department of
Employment, and guidance from the Department of Health, and other
statutory bodies.
2.
DEFINITIONS
2.1
Where discrimination against any person or group is referred to it
shall be deemed to be potential discrimination within any of the
categories listed in the policy statement. Two types of discrimination
are covered by statute - direct and indirect.
Direct
Discrimination
2.2
Direct discrimination occurs when a person or group is treated less
favourably than others.
2.3
Segregating a person or group on the basis of their race, sex or
disability is unlawful. It also is unlawful for an employer to
discriminate against a job applicant whose conviction is spent.
Indirect
Discrimination
2.4
Indirect discrimination occurs when a condition or requirement is
imposed which, although applied equally to all individuals or groups,
is such that:
•
the proportion of persons of a group who can comply with it is
significantly smaller than the proportion of persons not of that
group who can comply with it;
•
the Employer cannot show it as being justifiable based upon the
needs of the job;
•
it is to the detriment of the individuals concerned because they
cannot reasonably comply with it.
2.5
For example, a dress policy which prevents women wearing trousers
discriminates against women of a particular race or religion; a higher
language standard than is actually needed to do the job discriminates
on the grounds of nationality/race; a training policy which excludes
part-time staff may discriminate against women, who fill the majority
of part-time jobs.
3.
RIGHTS OF DISABLED PEOPLE
3.1
The Company attaches particular importance to the needs of disabled
people.
3.2
Under the terms of this policy, managers are required to:
•
make reasonable adjustment to maintain the services of an employee
who becomes disabled, for example, training, provision of special
equipment, reduced working hours. (NB: The Personnel Manager will
advise managers on the availability of funds from external agencies
to maintain disabled people in employment);
•
include disabled people in training/development programmes;
•
give full and proper consideration to disabled people who apply for
jobs, having regard to making reasonable adjustments for their
particular aptitudes and abilities to allow them to be able to do
the job.
4.
VICTIMISATION AND HARASSMENT
4.1
Discrimination by victimisation occurs when a person is treated less
favourably than another because he/she had asserted his/her rights
under the Acts relating to discrimination or had helped another person
to assert those rights.
4.2
There is a separate policy dealing with all forms of harassment.
5.
MANAGERIAL RESPONSIBILITY
5.1
The responsibility for ensuring the effective implementation and
operation of the arrangements will rest with the Chief Executive.
Directors shall ensure that they and their staff operate within the
policy and arrangements, and that all reasonable and practical steps
are taken to avoid discrimination. Each manager will ensure that:
•
all their staff are aware of the policy and the arrangements, and
the reasons for the policy;
•
grievances concerning discrimination are dealt with properly, fairly
and as quickly as possible;
•
proper records are maintained.
5.2
The Personnel Manager will be responsible for monitoring the operation
of the policy in respect of employees and job applicants, including
periodic departmental audits.
6.
RESPONSIBILITY OF STAFF
6.1
Whilst the responsibility for ensuring that there is no unlawful
discrimination rests with management, the attitudes of staff are
crucial to the successful operation of fair employment practices. In
particular, all members of staff should:
•
comply with the policy and arrangements;
•
not discriminate in their day to day activities or induce others to
do so;
•
not victimise, harass or intimidate other staff or groups on the grounds
specified in the policy statement;
•
inform their manager if they become aware of any discriminatory
practice.
7.
RELATED POLICIES AND ARRANGEMENTS
7.1
All employment policies and arrangements have a bearing on equality of
opportunity. The Company policies will be reviewed regularly and any discriminatory
elements removed.
8.
TRAINING
8.1 A
series of regular briefing sessions will be held for staff on equal
opportunities issues. These will be repeated as necessary. Equal
opportunities is also included in induction programmes.
8.2
Training will be provided for managers on this policy and the
arrangements. Members and managers who have an involvement in the
recruitment and selection process will receive specialist training.
9.
MONITORING
9.1
The Company deems it appropriate to state its intention not to
discriminate and assumes that this will be translated into practice
consistently across the organisation as a whole. Accordingly, a
monitoring system will be introduced to measure the effectiveness of
the policy and arrangements.
9.2
The system will involve the routine collection and analysis of
information on employees by gender, marital status, ethnic origin,
qualifications, grade and length of service in current grade.
Information regarding the number of staff who are registered as
disabled will be maintained.
9.3
There will also be regular assessments to measure the extent to which
recruitment to first appointment, internal promotion and access to
training/development opportunities affect equal opportunities for all
groups.
9.4
The information collected for monitoring purposes will be treated as
confidential and it will not be used for any other purpose.
10.
GRIEVANCES/DISCIPLINE
10.1
Employees have a right to pursue a complaint concerning discrimination
or victimisation via the Grievance or Harassment Procedures
10.2
Discrimination and victimisation will be treated as disciplinary
offences and they will be dealt with under the Disciplinary Procedure.
11.
REVIEW
11.1
The policy and arrangements will be reviewed annually by the Personnel
Manager and the Chief Executive.
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