Equal Opportunies

Equal Opportunities

The following Policy and Code of Practice applies to all Employees.

Equal Opportunities PolicyDiversity, Inclusion and Equality

The Group is committed to ensuring that all individuals have equal opportunities and are valued irrespective of disability, race, gender, health, social class, sexual preference, marital status, nationality, religion, employment status, age or membership or non-membership of a trade union.
No one is to receive less favourable treatment on any of the above grounds or is to be disadvantaged by requirements or conditions, which cannot be shown to be justifiable.

Equal Opportunities Involve:

  • Treating everyone fairly and without bias
  • Creating a work environment free from harassment, victimisation and bullying
  • Encouraging, supporting and developing our own and others’ abilities to maximise our contribution to the business
  • Each of us understanding what is expected of us in terms of work performance, standards and behaviour

Equal Opportunities is not about:

  • Ignoring or devaluing diversity by pretending that everyone is the same
  • Giving certain groups an unfair advantage in the workplace
  • Pretending that individuals are receiving equal opportunities by the unfair application of procedures and practices
  • Lowering standards

Good Equal Opportunities Practice Involves: Managers implementing and monitoring fair, objective and systematic procedures for:

  • Good communications
  • Recruitment, selection, promotion, transfer and leaving
  • Managing individuals’ performance, training, development and careers
  • Access to counselling and other support processes
  • Flexible patterns of work
  • Individual grievances
  • Discipline
  • Ensuring the fair treatment and dignity of Employees at work and making sure our workplaces are free from harassment, victimisation and bullying

The Business Case

We believe that equal opportunity is fundamental to the delivery of a successful business. It leads to:

  • Improved safety
  • Enhanced quality
  • Improved individual performance
  • Better customer service and public image
  • A wider pool of potential recruits
  • Better use and appreciation of individuals’ skills and abilities
  • Decreased staff turnover
  • Lower absenteeism and sickness levels
  • Better value for money, reduced expenditure and lower legal costs

Responsibilities for Implementation

The Board of Directors will be held accountable for effective implementation. The monitoring and review of progress will take place regularly as part of the business review process.

In addition every Employee has a personal responsibility to:

  • Treat people fairly and without prejudice
  • Value and respect others
  • Ensure that no one is harassed, victimised or bullied in the workplace
  • Promote a work environment where everyone feels confident to report incidents that are unfair or personally offensive
  • Seek to develop their own skills and encourage others