The Company recognises that discrimination is unlawful and unacceptable. Equality of opportunity has been a long-standing feature of our employment practices and procedures of the Company.  Breaches of the policy will lead to disciplinary proceedings and if appropriate, disciplinary action.

The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either directly or indirectly on the grounds of race, ethnicity, sex, marital status, gender reassignment, sexual orientation, religion/ belief, disability, age or pregnancy & maternity.

The policy is communicated to any agencies assisting with recruitment and made known to all applicants for employment.

The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.  We will maintain a neutral working environment in which no employee or worker feels under threat or intimidation.

Recruitment and Selection
The recruitment and selection process is crucially important to any equal opportunities policy.  We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

Job descriptions will reflect our equal opportunities policy.  Job requirements will be reflected accurately in any personnel specifications.  We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

We will not confine our recruitment to areas or media sources that provide only, or mainly applicants of a particular group.  All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

Where possible, more than one person will carry out short listing and interviewing.  Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

We will not disqualify any applicant if he/she is unable to complete an application form unassisted, unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job. Selection decisions will not be influenced by any perceived prejudices of other staff.

Training and Promotion
Senior staff will be made aware of this policy to ensure that they are aware of its contents and provisions.  All promotion will be in line with this policy.

We will maintain and review the employment records of all employees in order to monitor the progress of this policy.

Monitoring may involve:

  1. the collection and classification of information regarding ethnicity, race, age, disability

religious belief and sex of all applicants and current employees;

  1. recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions

This policy is regularly reviewed by Senior Management with the involvement of relevant stakeholders.