The Company actively supports the principles set out in the Equality Act 2010. Our ethos is to respect and value people’s differences, to help everyone achieve more at work as well as in their personal lives so that they feel proud of the part they play in business success. Our Grievance Procedures ensure sympathetic handling, and hopefully satisfactory resolution, for all aspects of employees concerns or dissatisfaction.
We believe that all decisions about people at work should be based on the individuals abilities, skills, performance and behaviour and our business requirements. Questions about an individual’s race, colour, marital status, age, religion, sex or sexual orientation are never relevant to our business. Issues of disability should only be considered against the particular requirements of the job. Our policy must be strictly adhered to by all our team. Discrimination, abuse or harassment will result in disciplinary action being taken including dismissal for serious cases.
The Company respects all religious faiths, beliefs and practices equally as they are represented within the workplace. All employees have the right, within the law, to religious freedom and to the peaceful practice and expression of their religious faith, including the beliefs, values and practices involved in them. As part of our culture is the expectation and requirement that religious groups and adherents of all faiths within the Company should accord full respect to the religious faith, beliefs, values and practices of others, and for those who subscribe to no faith.
The legitimate right of religious people, within the law, to religious freedom and the peaceful practice and expression of religious faith should be demonstrated by consideration and by a concern for the freedom and dignity of those of differing religious faith and of those subscribing to none.
In practice this implies:
• Respect for another person’s expressed wish to be left alone;
• The avoidance of the imposition of religious views on individuals who are in vulnerable situations in ways which exploit these;
• The avoidance of violent action or language, threats, manipulation, improper inducements or the misuse of any kind of power;
• Respect for the right of others to disagree.
Disregard for any of the above will be considered a breach of the fundamental principle of respect for others, and may constitute harassment.
The Company will advertise all positions internally as well as externally. The recruitment method will be detailed in the advert and internal applicants should inform their line manager of their intention to apply.
Candidates will be sorted and interviewing processes will be conducted fairly, objectively and without unlawful bias. Person and job specifications will be limited to those requirements necessary for the effective performance of the position concerned.
The requirements of candidates and employees who have a disability (as defined under the relevant legislation) will be reviewed to ensure that wherever possible reasonable adjustments are made to enable them to enter, or remain in, the Company’s employment.
The interview and selection process will be undertaken in a fair and consistent manner and the candidate who meets the specification in terms of knowledge skills and attitude will be offered the position.