Equal Opportunities

We are committed to promoting equality of opportunity for all colleagues and job applicants. We aim to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit. It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, pregnancy and maternity, gender reassignment, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as "protected characteristics". The principles of non-discrimination and equality of opportunity also apply to the way in which you treat visitors, guests, customers, suppliers and former colleagues.

Forms of Discrimination

Discrimination may be direct or indirect and it may occur intentionally or unintentionally.

Direct Discrimination

Direct discrimination occurs where someone is treated less favourably because of one or more of the protected characteristics set out above. For example, rejecting an applicant on the grounds of their race because they would not “fit in” would be direct discrimination.

Indirect Discrimination

Indirect discrimination occurs where someone is disadvantaged by an unjustified provision, criterion or practice that also puts other people with the same protected characteristic at a particular disadvantage. For example, a requirement to work full time may put certain individuals at a particular disadvantage because they may have greater childcare commitments. Such a requirement will need to be objectively justified.

Harassment

Harassment is 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. Harassment is dealt with further in our Anti-harassment and Bullying.

Victimisation

Victimisation is less favourable treatment of someone who has complained or given information about discrimination or harassment, or supported someone else’s complaint.

Disability Discrimination

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.

If you experience difficulties at work because of your disability, you may wish to contact your Line Manager to discuss any reasonable adjustments that would help overcome or minimise the difficulty. Your Line Manager may wish to consult with you and your medical advisor(s) about possible adjustments. We will consider the matter carefully and try to accommodate your needs. If we consider a particular adjustment would not be reasonable we will explain our reasons and try to find an alternative solution where possible.

We will monitor the physical features of our premises to continue to ensure that they do not place disabled colleagues, job applicants or service users at a disadvantage compared to other colleagues. Where reasonable, we will take steps to improve access for disabled colleagues and service users.

Breaches of Equal Opportunities

If you believe that you may have been discriminated against you are encouraged to raise the matter through our Grievance Procedure. If you believe that you may have been subject to harassment you are encouraged to raise the matter through our Anti-harassment and Bullying Policy. If you are uncertain which applies or need advice on how to proceed you should speak to your Line Manager.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Colleagues who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure.

Any colleague who is found to have committed an act of discrimination or harassment will be subject to a disciplinary investigation. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. We take a strict approach to serious breaches of this policy.