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Policy documents Equal opportunities policies

Equal opportunities policy

Reviewed 17 June 2021

The Equal Opportunities Policy provides specific protection to the Company in respect of the Age Discrimination Regulations that came into force in October 2006. This Policy follows ACAS guidelines to comply with the Age Discrimination Regulations, and fulfils requirements previously required by the Sex, Race and Disability Discrimination Acts and other relevant Regulations.

Equal opportunities

POLICY STATEMENT

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.

It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment on grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as "protected characteristics". The Company wishes to see its workforce broadly reflecting the community in which its premises are based.

Present numbers of staff and applicants for appointments or promotion shall be assessed on the basis of their suitability, capability and qualifications.

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 Commission for Racial Equality, the Equal Opportunities Commission and the Department of Employment, and guidance from the Department of Health, and other statutory bodies.

DEFINITIONS

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

Direct discrimination occurs when a person or group is treated less favourably than others.

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

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.

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.

RIGHTS OF DISABLED PEOPLE

The Company attaches particular importance to the needs of disabled people.

Under the terms of this policy, managers are required to:

  1. make reasonable ad

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