Equality Policy

Equality Policy

 

Equal Opportunities 

The Company recognises the need for an equal opportunities policy, and a policy statement on dignity at work. This policy is implemented in the workplace with commitment from all concerned. It is the responsibility of every employee to ensure his or her own conduct conforms to the expected standards and reflects these policy statements.

The Company recognises and accepts its legal obligations under the Equality Act 2010. Under this Act, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation are protected characteristics. Employees, other workers and applicants for employment who have one or more of these characteristics are protected from all forms of unlawful discrimination in the workplace, including: direct and indirect discrimination; discrimination by association; discrimination by perception; discrimination arising from disability; harassment; and victimisation.

Recruitment – applicants for posts with the Company will be recruited on the basis of their suitability and aptitude for the job irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

The Company accepts its responsibility for protecting employees from harassment by third parties, such as clients, customers and visitors. Employees are required to report any incidents of third party harassment immediately to their manager or supervisor.

1.1 Equal opportunities

Zone Manager Ltd believes that everyone has the right to be treated with dignity and respect at work. We have adopted an equal opportunities policy which commits the Company to fair, unbiased and objective employment practices and a work environment which is free of harassment and victimisation.

It is the responsibility of every employee to assist the Company in meeting this commitment. For this reason, acceptance of and adherence to the Company’s equal opportunities policy form part of every employee’s contract of employment.

1.2 Equal opportunities policy

This equal opportunities policy statement and policy statement on harassment at work are designed to implement the commitment of the Employer to equal opportunities. It is the responsibility of every employee to ensure his or her own conduct conforms to the expected standards and reflects these policy statements.

The aim of the policies is to encourage harmony and respect amongst individuals so as to promote good working practices with a view to maximising the performance and the return to the Employer and the employees. The Employer recognises that harassment, bullying and victimisation are forms of unlawful discrimination and has a separate policy statement on dignity at work, which deals with these issues (see next Page)

1.3 The equal opportunities policy statement

The Employer will not tolerate acts which breach this policy and all instances of such behaviour or alleged behaviour will be taken seriously, fully investigated and may be subject to the disciplinary procedures of the Employer. The Employer further seeks to give all employees equal opportunity and encouragement to progress within the organisation by implementing a positive action plan.

If an existing employee becomes disabled the Employer will make every effort to retain him or her within the workforce whenever reasonable and practicable. Whenever reasonably practicable to do so the Employer will install in existing premises facilities for people with disabilities. Whenever the Employer invests capital in new or refurbished premises every practicable effort will be made to provide for the needs of staff and customers with disabilities.

Any employee who believes that they may have been subjected to treatment which breaches this policy may raise the matter through the grievance procedure of the Employer.

1.4 Policy statement on dignity at work

Harassment is defined as unwanted conduct that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Unwanted conduct of this nature can constitute harassment of an individual even if it directed at another person. Harassment of colleagues or visitors is unacceptable and will be regarded as gross misconduct.

The test of harassment is, at least in part, subjective. However, the following are;

Examples of unacceptable conduct:

  • verbal abuse, or insulting behaviour;
  • sexist or racist jokes, jokes about an individual’s sexual orientation, jokes about a person’s age or jokes about an individual’s physical or mental attributes;
  • the display or circulation of sexually suggestive or racially abusive material;
  • bullying, coercive or threatening behaviour;
  • the ridicule or exclusion of an individual for cultural or religious differences, on the grounds of sex or sexual orientation, on the grounds of age or on the grounds of disability;
  • unsolicited or unwelcome conduct of a sexual nature including touching, staring or commenting;
  • comments of a sexual nature about a person’s appearance or dress;
  • any conduct related to someone’s sex or that of another person, which has the purpose or effect of intimidating, degrading, humiliating or offending; and
  • treating someone unfavourably because they have rejected or submitted to any form of sexual harassment

Harassment, particularly on the grounds of sex, sexual orientation, race, age, disability, religion or belief, will be regarded as gross misconduct for disciplinary purposes. Harassment may be unwanted conduct related to a protected characteristic. However, a person does not have to possess a protected characteristic to be a victim of harassment. Individuals who are subjected to harassment because of their association with someone who has a protected characteristic can also be victims. It is also possible for someone to be subjected to harassment because colleagues wrongly believe they have a protected characteristic.

Accordingly, employees guilty of harassment run a serious risk of summary dismissal. Equally, an allegation of harassment must not be made lightly. If it is found that an allegation of harassment has been made without foundation and maliciously then this will also be regarded as gross misconduct for disciplinary purposes.

All complaints of harassment should be made to a Director through the grievance procedure.

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