WILLARD ELECTRICAL SERVICES (1981) LIMITED (the “Employer”)

EQUAL OPPORTUNITIES POLICY

INTRODUCTION

We are an equal opportunities employer. A commitment to equal opportunities in the workplace is not only good management practice, it also makes sound business sense. We wish to encourage a working environment which is free of discrimination, harassment and victimisation. We aim to ensure that our staff achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted this Equal Opportunities policy as a means of helping to achieve these aims.

Every member of staff should have a copy of this policy. Further copies may be obtained from Paul Willard who is responsible for the implementation of this policy. A copy is also available on the Employer’s notice board.

It may be necessary for the Employer to amend this policy from time to time to take account of developments in legislation but any changes will be notified to you in writing.

If there are any parts of this policy you do not understand or if there are any incidents or practices occurring in the workplace which you feel breach this policy, you should bring this to our attention as soon as possible.

If you are a manager and you require clarification and further information about any of the issues raised in this policy, then you should contact Paul Willard.

For avoidance of doubt, any examples which are detailed in this policy are for illustrative purposes only and the list of examples are non-exhaustive.

POLICY STATEMENT

We are committed to ensuring within the framework of the law that our workplaces are free from unlawful discrimination on the grounds of colour, race, nationality, ethnic or national origin, sex, gender (including gender reassignment), religion, religious belief or similar philosophical belief, sexual orientation, sexuality, marital status or disability.

WHAT IS DISCRIMINATION?

Discrimination law defines different types of discrimination:

In addition, the law on disability discrimination differ slightly because there is no indirect discrimination, but there is a rule requiring reasonable adjustments to be made.

TYPES OF DISCRIMINATION

Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional and no act of direct discrimination can be justified, regardless of whether it was intentional.

When can direct discrimination arise?

  • A woman with young children fails to obtain a job because it is feared that she might be an unreliable member of staff.
  • A Sikh applicant for a senior post is not appointed because he might not “fit in” with the existing (all white) team.
  • A person is subjected to sexual innuendo or other offensive conduct because he or she is homosexual or bisexual.

Indirect discrimination occurs where the individual’s employment is subject to an unjustified condition which a particular group finds more difficult to meet although on the face of it the condition or requirement is “neutral”. A particular group could be those of a particular colour, race, nationality, ethnic or national origin, sex, gender (including gender reassignment), marital status, religion, religious belief or similar philosophical belief, sexual orientation or sexuality. Indirect discrimination can be justified, but only where the employer can demonstrate objective grounds for its actions or requirements.

Examples of when can indirect discrimination arise?

  • A requirement for GSCE English as a selection criterion. This would have a disparately adverse impact on people educated overseas and may not be justified if all that is needed is to demonstrate a reasonable level of literacy.
  • A requirement for employees to undertake full-time work - this would have a disparately adverse impact on more women with small children as they are generally accepted as taking the primary childcare role. It may not be justified if our business needs can still be met by more flexible working arrangements.
  • A rule that male employees must be clean shaven. This would have an adverse impact on some religious groups where men are required to have a beard. It may not be justified if there is no legitimate health and safety reason for the rule.

Harassment is unwanted conduct (whether intentional or otherwise) on the grounds of a discriminatory reason such as the individual’s race, gender, religion or sexual orientation which has the purpose or effect of violating that individual’s dignity, or of creating an intimidating, hostile, degrading, humiliating or offensive environment.

Victimisation occurs where an individual is treated less favourably than colleagues because he or she has taken action to assert their rights under discrimination law or under this policy, or because he or she has assisted a colleague with information in that regard.

Disability discrimination occurs where an individual is unjustifiably disadvantaged in employment of recruitment for a reason connected with his or her disability unless the discrimination cannot be avoided by making reasonable adjustments.

When can disability discrimination arise?

  • A requirement for staff to hold a valid driving license for a job which involves little travelling.
  • Failure to recruit a wheelchair user without first considering whether the working arrangements or premises can reasonably be adapted to his or her needs.

We are committed to ensuring that all our staff and applicants for employment are protected from unlawful discrimination in employment. This commitment also applies to access to promotion and training opportunities.

We are also committed to non-discrimination in providing employment references.

IMPLEMENTING EQUALITY OF OPPORTUNITY

Return to Willard Electrical