Equal Opportunities Policy

Equal Opportunities Policy

Purpose

TASC is committed to promoting equal opportunities in employment.  You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation and Trade Union membership (these are known as Protected Characteristics).

This policy sets out our approach to equal opportunities and the avoidance of discrimination at work.  It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

Scope

The policy covers all employees, consultants, contractors, casual workers and agency workers.

This policy does not form part of any employee’s contract of employment and we may amend it at any time.

Discrimination

The following forms of discrimination are prohibited under this policy and are unlawful:

• Direct Discrimination occurs when an individual is treated less favourably than another person because of a Protected Characteristic they have, or are thought to have, or because they associate with someone who has a Protected Characteristic.
• Indirect Discrimination can occur when there is a condition, rule, policy or practice that applies to everyone but particularly disadvantages people who share a Protected Characteristic.
• Harassment is unwanted conduct related to a protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes sexual harassment. Harassment is dealt with in our Dignity at Work Policy.
• Victimisation occurs when an employee suffers a detriment because they have made a complaint or supported a complaint related to discrimination or harassment. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.
• Disability discrimination includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Recruitment and Selection

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination.  Shortlisting should be done by more than one person, where possible.

We will take steps to ensure that our vacancies are advertised to a diverse labour market and job applicants will not be asked questions which might suggest an intention to discriminate on the grounds of a Protected Characteristic, for example, applicants should not be asked about plans to have children.  The criteria for selection and progression will be determined solely on the basis of the requirements of the job.

Training and Development

Managers and supervisors should ensure they do not treat any colleague less favourably because of a Protected Characteristic by denying them promotion, training, or transfer opportunities, or by applying criteria which disadvantages or prevents employees from applying because they cannot meet that criteria.

Employees on maternity leave should be afforded the same rights to promotion and career development opportunities as male counterparts.  Similarly, any employee who suffers from a disability should not be placed at a disadvantage in respect of training and promotion opportunities.

Part-time employees should not be excluded from training and development opportunities simply because they work part-time.

Right to Work in the UK

We are required, by law, to ensure that all employees are entitled to work in the UK.  Assumptions of immigration status should not be made based upon appearance or apparent nationality.  All prospective employees, regardless of nationality must be able to produce original documents (such as a passport) before employment starts, which satisfies the current immigration legislation.

Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you, as appropriate.

Part-Time and Fixed Term

Employees who work part-time or fixed-term will be treated the same way as comparable full time or permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis, where appropriate) unless different treatment is justified.

Protection against Detriment

No employee should suffer any detriment as a result of lodging or assisting in the investigation of a complaint under this policy.  If as a result of submitting or assisting with a grievance an individual is subjected to a detriment by any employee or manager of the Company, the employee or manager will be investigated under the Company’s Disciplinary Policy.  Any such detriment may be treated as gross misconduct.  However, disciplinary action may be taken against an employee who makes a false claim.

Responsibilities

The Company will ensure its Equal Opportunities Policy is implemented at all levels and locations.  Overall responsibility for the policy and its effective implementation resides with the Managing Director.  However, the responsibility for the day to day operation of the policy rests with all members of staff.

Breaches of This Policy

We take a strict approach to breaches of this policy which will be dealt with in accordance with our Disciplinary Procedure.  Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

Any complaints in relation to Equal Opportunities should be made under the Company Grievance Procedure or through the Dignity at Work Policy.

All complaints will be treated in confidence and investigated as appropriate.  There will be no victimisation against staff who complain about discrimination.  However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under the Company Disciplinary Procedure.