We are committed to promoting equality of opportunity for all staff and job applicants.
We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.
We do not discriminate against staff on the basis 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 (protected characteristics).
The principles of non-discrimination and equality of opportunity also apply to the way in which staff treat visitors, customers, suppliers and former staff members.
All staff have a duty to act in accordance with this policy and treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, regardless of their status. This policy applies to all aspects of our relationship with staff and to relations between staff members at all levels.
We aim to ensure that no job applicant suffers discrimination because of any of the protected characteristics above. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria are regularly reviewed to ensure that they are relevant to the job and are not disproportionate. Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. We will take steps to ensure that our vacancies are advertised to a diverse labour market.
To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we monitor applicants' ethnic group, gender, disability, sexual orientation, religion and age as part of the recruitment procedure. Provision of this information is voluntary and it will not adversely affect an individual's chances of recruitment or any other decision related to their employment.
Analysing this data helps us take appropriate steps to avoid discrimination and improve equality and diversity.
Staff training needs will be identified through regular staff appraisals. All staff will be given appropriate access to training to enable them to progress within the organisation and all promotion decisions will be made on the basis of merit.
We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory.
We will also ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal or other disciplinary action.
CEO – Gelder Group
24th February 2019