To ensure equality of opportunity for all employees and to ensure no job applicant, employee, associate or client is treated less fairly or is subjected to harassment on the grounds of gender, sexual orientation, appearance, marital status, nationality, ethnic origin, religion or belief, disability or age. This policy aims to ensure and promote fair and non-discriminatory recruitment, selection, training and promotion and create good working relationships, greater job satisfaction and improve the quality of our service provision.
All Insiteability employees.
Insiteability is committed to being an equal opportunities employer. Insiteability seeks to ensure no job applicant, employee, associate or client is victimised or subjected to discrimination or harassment and that employees feel secure and content in the workplace, free from intimidation.
Insiteability recognises that some individuals and groups are disadvantaged and fully supports all the relevant Acts and Statements and will not tolerate discrimination or harassment. Disciplinary action will be taken against any employee who is found to have acted in a discriminatory manner contrary to this policy.
Insiteability will seek to provide reasonable opportunities to combine both work and domestic responsibilities through our suite of family friendly policies.
The policy will be implemented in accordance with the statutory provisions laid down in the relevant legislation, including:
Discrimination is defined by law as being:
Direct Discrimination - This occurs when a person is treated less favourably than others would be treated in the same circumstances. Discrimination can take place whether or not the person discriminating intends to do so.
Indirect Discrimination - This occurs when an unjustified requirement or condition is applied which in theory, is applied to everyone but in practice, intentionally or not, affects adversely more people in one defined group than another.
In addition, harassment is recognised by law as a form of discrimination. It is behaviour which is uninvited, unreciprocated, and unwelcome or offensive to the recipient. The intention is irrelevant.
All line managers have responsibility for the implementation of this policy.
All employees must cooperate with measures introduced to ensure equality of opportunity and prevent discrimination, not harass, abuse or intimidate fellow employees, job applicants, associates and clients carry out their duties in accordance with this policy.
Employees who have reason to believe they have been discriminated against or have not received fair treatment will be able to pursue their complaint through Insiteability’s Grievance Procedure.
Insiteability will work to ensure consistent application of this policy by:
Directors will be responsible for bringing the policy to the attention of all employees within their remit.
The Management Team will have overall responsibility for ensuring this policy is effective.
The recruitment and selection process must be based solely on merit, using objective, non discriminatory and work related criteria in order to ensure the most suitable person for the post, in respect of experience, abilities and qualifications is recruited.
This will be achieved by applying clear and consistent procedures. All employees involved in the recruitment and selection of employees should adhere to the Recruitment Policy.
No job applicant or employee is to be disadvantaged by conditions or requirements which cannot be shown to be justifiable and relevant to the performance of the job. All reasonable adjustments should be considered when interviewing disabled candidates.
Selection criteria should be strictly relevant to the job and consistent use of questioning within interviews using interview guides is essential.
Insiteability will through its training programme ensure that employees making selection decisions do not discriminate.
Insiteability will provide guidance and support to line managers in their recruitment and selection process. If time constraints allow HR will be involved in all recruitment interviews and should see all interview guides prior to selection.
This policy aims to ensure all employees are trained and developed solely on the basis of the requirements of their post and to meet their objectives. All employees will have equal and direct access to training and development opportunities to enable them to realise their full potential and contribute to the best of their abilities to the aims and objectives of the organisation. All training and development practices are reviewed regularly to ensure equality of opportunity.
Insiteability will ensure all reasonable adjustments are taken into consideration in the recruitment, selection, training and promotion of all disabled applicants, employees, associates or clients and make where practicable/possible alterations as necessary to working practices/equipment etc. Insiteability will give practical guidance and information.
Insiteability has developed a suite of Family Friendly policies which aim to give employees the opportunity to manage a healthy work life balance whilst not being disadvantaged in respect of equal opportunity in recruitment, selection, training and development or promotion activities.
Insiteability will collect data on the profile of its workforce e.g. gender, sexual orientation, appearance, marital status, nationality, ethnic origin, religion or belief, disability or age in order to facilitate monitoring with regard to equal opportunity.
The equal opportunities statement will be incorporated in all internal and external advertising media.
The policy will be circulated to employees and will be available to view/print on the staff intranet.
Any complaints of discrimination will be pursued through the appropriate procedure.