Equal Opportunities Policy

Our equal opportunities policy aims to ensure that no job applicant, employee, or group of employees receives less favourable treatment on the grounds of age, disability, gender reassignment, sex, sexual orientation, marital and civil partnership status, pregnancy and maternity, religion or belief, political opinion, race, colour, nationality, ethnic or national origins, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. It is the Policy of the Company not to discriminate in relation to:

  • Equality Act 2010
  • Disability Discrimination Act (1995)
  • In Northern Ireland the Fair Employment (Northern Ireland) Act 1989
  • Race Relations Act (1976)
  • Sex Discrimination Act (1975)

The Company will apply employment policies, which are fair and consistent with the skills and abilities of its employees. These policies will ensure that all employees are afforded equal opportunity for selection for applications for or offers of employment, promotion, training, or other developmental opportunities, pay and benefits, terms, and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working. The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public. All employees are expected to abide by the policy.

Our Commitments

The organisation commits to:

  1. Encourage equality, diversity, and inclusion in the workplace;
  2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued;
  3. Training management and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy ensuring that all staff understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public;
  4. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities and that sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997;
  5. Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation;
  6. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act); and
  7. Review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.