EQUALITY & DIVERSITY POLICY
Designer Contracts is an Equal Opportunities Employer and is committed to equal opportunities in employment. The Company requires a skilled and motivated workforce to achieve its business objectives and development and the utilisation of the skills of all employees will assist Designer Contracts achieve these objectives.
Diversity – We view the diversity of our Staff as a great asset to the Company.
Equality – We believe in the equitable treatment of all.
The Company is an equal opportunity employer and is committed to a policy of treating all its employees and job applicants equally. The Company will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
It is the policy of the Company to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to race, colour, ethnic origin, nationality, national origin, religion or belief,
sex, sexual orientation, gender reassignment, age, marital or civil partnership status and/or disability. The Company will appoint, train, develop and promote on the basis of merit and ability alone.
Employees have a duty to co-operate with the Company to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Action under the Company’s disciplinary procedure will be taken against any employee who is found to have committed an act of improper or unlawful discrimination. Serious breaches of the equal opportunities policy will be treated as potential gross misconduct and could render the employee liable to summary dismissal. Employees should also bear in mind that they can be held personally liable for any act of unlawful discrimination.
Employees must not harass, bully or intimidate other employees on the grounds of race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability. Such behaviour will be treated as potential gross misconduct under
the Company’s disciplinary procedure. Employees who commit serious acts of harassment may also be guilty of a criminal offence. The Company has a separate anti-harassment policy which deals with these issues and sets out how complaints of this type will be dealt with.
Employees should draw the attention of their line manager to suspected discriminatory acts or practices. Employees must not victimise or retaliate against an employee who has made allegations or complaints of discrimination or who
has provided information about such discrimination. Such behaviour will be treated as potential gross misconduct under the Company’s disciplinary procedure. Employees should support colleagues who suffer such treatment and are making a complaint.
Commitment to equality and diversity
Designer Contracts believes that excellence will be achieved through recognising the value of every individual. We aim to create a working environment that respects the diversity of staff and enables them to achieve their full potential, to contribute fully, and to derive maximum benefit and enjoyment from their employment with the Company.
To this end, the Company acknowledges the following basic rights for all members of staff:
to be treated with respect and dignity
to be treated fairly with regard to all procedures, assessments and choices
to receive encouragement to reach their full potential
These rights carry with them responsibilities and the Company requires all members of staff to recognise these rights and to act in accordance with them in all dealings with fellow members of staff. In addition, the Company will comply with all relevant legislation and good practice.
No individual will be unjustifiably discriminated against. This includes, but not exclusively, discrimination because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation.
It is our policy that everyone should have full and fair opportunities in employment. The Company does not discriminate on grounds of colour, race, nationality, ethnic origin, religion, sex, gender reassignment (change of gender from male to female or vice versa), sexual orientation, marital status, disability or age. The sole basis for selection, promotion or training in the Company will be suitability based on objective job-related criteria.
The Company recognises its responsibility to ensure that the terms of the Equality Act 2010 which has replaced the Sex Discrimination Act, the Race Relations Act, the Disability Act and other relevant legislation are observed. The Company also recognises the general duty they have to:
Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
Advance equality of opportunity between people who share a protected characteristic and those who do not.
Foster good relations between people who share a protected characteristic and those who do not.
The Company will ensure a positive attitude towards equality of opportunity and will communicate the terms of this policy to each employee.
Equal Opportunities Policy
1. Legal position – the Equality Act 2010 make discrimination on the grounds of sex, race, disability, sexual orientation, gender reassignment and age unlawful in employment, and training or related matters. It is also generally unlawful to discriminate in relation to the provision of services. There are two types of unlawful discrimination.
Direct – when a person is less favourably treated than someone else, purely by reason of colour, race, gender reassignment, sexual orientation, nationality, ethnic origin, sex, marital status, disability, religion or age.
Indirect – less obvious and occurs when an unjustifiable requirement or condition is applied equally to all groups but has a disproportionate adverse effect on one particular group of staff and the condition cannot be justified for the safe and effective performance of the job.
2. The Company is committed to ensuring that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, race, gender reassignment, sexual orientation, religion, creed, colour, ethnic origins, disability or age, and is not disadvantaged by any conditions or requirements which cannot be shown to be justifiable for the safe and effective performance of the job.
3. All staff have the right to seek redress for grievances. The Grievance Procedure applies to any grievances including claims of:
Racial/sexual/gender/orientation/disability discrimination, age discrimination, religion harassment, victimisation or segregation.
4. The Company is committed to ensuring that no employee receives less favourable treatment on the basis of their decision to undergo gender reassignment (transition to a new gender).
5. Direct, racial, sexual, disability, sexual orientation, age or gender abuse or harassment will be treated as a disciplinary offence and dealt with through the Disciplinary Procedure.
6. This Equal Opportunities Policy should be:
Displayed on all Notice Boards
Displayed on the HR section of the Staff Intranet
Communicated to all employees in staff meetings
Discussed on training courses
7. Training for staff in the key aspects of the Legislation will be included in appropriate training courses and meetings to ensure that staff are fully aware of their responsibilities.
8. The Company will not discriminate directly or indirectly when advertising posts by including any requirements or criteria, which are unnecessary for the effective performance of the job.
9. All vacant posts will be advertised by the appropriate method. However, on occasions it may be necessary to make an appointment without advertising but this will be if there is a justifiable business reason.
10. The Company will place advertisements in locations and publications, which will attract applicants from a broad range of the population and will take positive steps to encourage applications from all groups in the wording used in adverts.
11. Objective criteria for short-listing and selection will be applied consistently and fairly to all candidates.
12. Questions asked at interviews will be related to the requirement and circumstances of the job, and will not be of a discriminating nature or racially/sexually/disability/sexual orientation/gender/age biased.
13. Staff responsible for short-listing, interviewing and/or selecting candidates shall be informed through meetings of the affects that generalised assumptions and prejudices about race, sex, disability, sexual orientation, gender and age can have on selection decisions.
14. The Company will collect information on individuals ’ ethnic origin, sex, disability, gender reassignment and age for the sole purpose of monitoring the effectiveness of the policy. The Company will ensure that such information is not misused.
15. This statistical information will be collated and reviewed at 12 monthly intervals.
16. Where analysis of the data indicates a need for further action, positive measures including positive action, encouragement and training initiatives in line with legislation will be taken.
17. The responsibility for ensuring that the Company’s Equal Opportunities Policy is effective rests with each individual manager and through him or her to the Managing Director.
18. The responsibility of monitoring Data and carrying out ad hoc investigations lies with the Human Resources Manager who will report to the Managing Director at regular intervals on the effectiveness of policy implementation.
If necessary, adjustment will be made to the policy practices and procedures to ensure that equal opportunities are afforded to all applicants and existing staff.