Equal Opportunities Policy Statement
We believe that the diversity enhances all aspects of performance and we
therefore welcome and promote breadth and diversity. This policy statement
outlines our intentions.
Our ultimate aim is to consistently keep equality at the heart of the
organisation and foremost in our actions and in our client relationships.
We do not tolerate or permit any form of discrimination and aim to ensure
that every employee and candidate is treated equally. We define this as giving
everyone access to the most appropriate resources, opportunities, development
and progression.
Equal opportunities represents rights and responsibilities for every employee
to be treated fairly and means that no one should be discriminated against or
feel harassed in the course of their employment and everyone should be treated
on their merits. In addition, everyone should behave fairly with consideration
for others in line with company policy and prevailing law.
We encourage all employees to make full use of their skills and talents and
to help and support their colleagues so that the organisation reaches its full
potential. Everyone should therefore have the same access to courses and
development.
If we find, or clients report that certain groups are under-represented in
the organisation or in access to training, we will take practical action
wherever this is possible to ensure that these groups are positively
represented.
To this end, we regularly review and develop our processes, procedures and
practices to reflect changing policy and learning.
Scope
This policy addresses our commitment to equal opportunities both in the
context of our status as an employer and as Consultants to our Clients.
The recruitment practices of both our Clients and us are in scope, as is
every aspect of our employment practice.
This policy refers to all forms of discrimination, whether direct or indirect
on the grounds of gender, ethnic or national origin, culture, colour, religion
or religious affiliation, age, part-time status, physical ability, sexual
orientation or Trade Union Membership or duties.
Purpose
The Equal Opportunities Policy has been implemented to help us ensure that
we:
- Provide an environment that creates fair and equal opportunities for all
employees, clients, contacts and candidates;
- Consider the experience, talents and skills available when employment or
development opportunities arise;
- Ensure fair treatment for all employees and all candidates who apply to
us;
- (make the best possible use of our existing and potential workforce);
- Improve our employment practices and employee morale and motivation;
- Attract, develop and retain talented individuals for us and our
clients;
- Avoid unlawful or unfair discrimination.
Implementing This Policy
All employees are trained, monitored and refreshed in respect of their
responsibilities and the importance of adherence to policy.
Any issues raised will be fully investigated and if they cannot be
satisfactorily resolved internally through the Grievance Procedure and any
relevant subsequent action, external arbitration may be sought.
Where there is a conflict of interest the Company will make judgements
according to existing laws and policies.
Responsibilities
The Board of Directors is responsible for delivering the policy and is
accountable for its implementation. Each Country Director is required to
incorporate equality monitoring into their personal and team objectives.
All Practice Heads and Line Managers have responsibility for implementing the
spirit and letter of this policy and all associated legislation. The Director of
Training and all Line Managers are also responsible for ensuring that each
employee is made aware of the policy and the serious implications of breaches of
this.
Managers are also responsible for ensuring that they promote equal
opportunities in their actions and that they lead by example.
Grievances
If anyone employee feels that they have been treated unfairly, they should
refer to the Company's Grievance Scheme.
If a candidate feels that they have been treated unfairly, we would suggest
that they contact the Company's HR Manager in the first instance.
Associated Legislation
The Company recognises all associated legislation including:
- The Sex Discrimination Act 1975 (updated 1986)
- The Equal Pay Act 1970 (updated 1983)
- The Race Relations Act 1976 (amended 2000)
- The Disability Discrimination Act 1995
- Sex Discrimination (Gender Reassignment) Regulations 1999
- The Crime and Disorder of Offenders Act 1974
- The Rehabilitation of Offenders Act 1974
- The Human Rights Act 1998
- The Flexible Working Act 2003
- Employment Equality (Age) Regulations 2006
