TEAM Wearside

Equal Opportunities Policy

1. THE POLICY

The Company is fully committed to a policy of equal opportunities, which means that individuals are selected, promoted, trained and treated according to their abilities, knowledge, skills and experience and the requirements of the job. 

It is our policy to promote equal opportunities throughout the organisation and to ensure that no job applicant, employee or learner is less fairly treated because of their age, sex, marital status, sexual orientation, religion, disability, race (including colour, nationality, ethnic or national origins) and political belief.

This equal opportunities policy will apply in respect of recruitment and selection procedures, career development, promotion, training, payment practices and all other terms and conditions of employment.

2. LEGAL REQUIREMENTS

It is our policy to meet the provisions and requirements of the Sex Discrimination Act 1975 and the Race Relations Act 1976, which make it unlawful for an employer to discriminate directly or indirectly on the grounds of sex or race; the Equal Pay Act 1970; the Disability Discrimination Act 1998 and the Rehabilitation of Offenders Act 1974.  Due regard is paid to compliance with the Human Rights Act 1998, and all other regulations up to and including The Employment Equality (Sexual Orientation) Regulations and The Employment Equalities (Religion or Belief) Regulations 2003 and the Employment Equality (Age) Regulations 2006.

3. RESPONSIBILITIES

3.1 Employees

It is the responsibility of each employee at every level within the organisation to promote equal opportunities and pursue non-discriminatory policies and practices in employment.  It is the responsibility of each employee and clients/learners to show through their behaviour, language, attitude and actions that no discriminatory practices occur (either directly or indirectly).  Failure of employees to observe the principles laid out in this policy may result in breaches of the law and may lead to disciplinary action in accordance with the Company’s Disciplinary Procedure.

 3.2 The Company undertakes the following responsibilities:

a) To ensure that all employees are aware of this policy and to provide training and guidance for supervisory staff in order that they understand their position in law and under Company policy.

b) To ensure that consistent selection and promotion procedures are followed at all times, using criteria relevant to the job requirements.

c) To place adverts for employment in such a way as to encourage applications from suitably qualified candidates regardless of their age, sex, marital status, sexual orientation, religion, disability, race and political belief.

d) To encourage applicants with disabilities by providing work aids and by adapting the workplace where possible.

e) To offer flexible conditions for employment whenever possible, eg part-time work, flexibility in attendance on training courses, etc.

4. MONITORING AND REVIEW

In order to assess whether the aims of this policy are being achieved and maintained, the management will regularly monitor and review the effects of selection decisions, along with procedures and practices.

5. HELP FOR EMPLOYEES

Any employee who believes that he or she is suffering from unfair discrimination may make a complaint, which will be dealt with through the appropriate procedure for dealing with grievances.