Purpose
The purpose of this policy is to provide equal
opportunities to all in employment irrespective
of gender, race, ethnic origin,
disability, age, nationality, national origin,
sexuality, religion,
marital status and social class. We oppose all
forms of unlawful and unfair discrimination.
All employees, whether part time, full time or
temporary, will be treated fairly and
equally.
Selection for employment, promotion, training or
any other benefit will be on the basis of
aptitude and ability. All employees will be
helped and encouraged to develop their
full
potential and the talents and resources of the
workforce will be fully utilized to maximize
the efficiency of the organization.
Commitment
The policy will be implemented within the framework
of the relevant legislation which includes:-
- Equal Pay Act 2003
- Rehabilitation of Offenders Act 1974
- Sex Discrimination Act 2003
- Race Relations Act 1976
- Disability Discrimination Act 2003
- The Protection from Harassment Act 1997
- Human Rights Act 1998
Every employee is entitled to a working environment
which promotes dignity and
respect to all. No form of intimidation,
bullying or harassment will be tolerated.
The commitment to equal opportunities in the
workplace is good management practice
and makes sound business sense.
Breaches of our equal opportunity policy will be
regarded as misconduct and could lead to
disciplinary proceedings.
This policy is fully supported by senior management.
The policy will be monitored and reviewed annually.
Equal
Opportunities Policy
Implementation (insert details of
what will happen, how it will be monitored and
reviewed)
The
objectives of a policy could include:-
- to promote equal
opportunities in the workplace;
- to
maximize the effective use of human resources;
- to
ensure that no employee, job applicant or
customer receives less favourable treatment
(either directly or indirectly) than another
on the grounds of sex, marriage, gender reassignment,
race, disability etc;
- to increase awareness
of equality and fairness issues;
- to deal effectively
with any instances of discrimination by
means of a complaints procedure;
- to identify the steps
to be taken against anyone who breaches the
policy e.g. disciplinary action;
- to
give special consideration to under-represented
groups in the organization as regards training
and encouragement to achieve equal opportunity.
- to provide a
working/learning environment in which staff
and learners feel comfortable and assured
that they will be valued and treated with
respect and dignity.
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a)
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ensure that all employees and applicants receive equal
opportunity in recruitment, training and
promotion;
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b)
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make certain that the obligations imposed under relevant
legislation and Codes of Practice are met
and complied with;
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c)
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utilize
those statutory provisions which permit
special action to be taken to improve
recruitment to areas of work where certain
groups are under represented;
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d)
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ensure that discrimination does not exist within service
provision and that Council services are
widely available to the whole community;
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e)
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raise awareness and provide appropriate
guidance in order to encourage non-sexist
and non-racist behaviour towards both
the public and fellow employees and to
promote an understanding of the issues
facing people with disabilities;
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f)
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ensure that policies, procedures and practices do not
discriminate against lesbian and gay
employees and service users;
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g)
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constantly monitor and review the success of the policy
through statistical analysis of the
composition of the workforce and of the
recruitment and selection procedure to
highlight any problem areas.
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Call us now
on 0161 872 6000
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