1.2 Equal Opportunities Policy

Purpose

The purpose of this policy is to demonstrate Glin National College's (NCU CLG) commitment to equality of opportunity for existing and potential employees by promoting a work environment free from discrimination in the following areas:

• Gender

• Marital status

• Family status

• Race

• Religion

• Sexual Orientation

• Disability

• Age

• Membership of the Traveller Community

Scope

• • All present employees

  • All potential employees

Policy

Recruitment and Selection

Glin National College (NCU CLG) is committed to equal employment opportunity, and all employment decisions will be based on merit, qualifications, and abilities. Employment-related choices will not be influenced or affected by an employee's race, colour, nationality, religion, sex, marital status, family status, sexual orientation, disability, age or membership in the Traveller Community. A commitment to equal pay for like work is implied in all the company's employment contracts. The company fully endorses a working environment free from discrimination, harassment and sexual harassment.

The company will strive for recruitment, employment, training and promotion practices and policies free of systemic and deliberate barriers that directly or indirectly discriminate against people, including those with disabilities, members of racial minorities, women and all other protected groups. 

Any person with a disability will be provided with reasonable accommodation to participate in any recruitment or promotional competition, to participate in employment or to partake in training, subject to such measures not imposing a disproportionate burden on the company.

When recruiting, a complete job description and job specification will be prepared, outlining requirements that are essential for the job in question. Non-essential qualifications/qualities will be described as "desirable".

Training and Work Experience

Training, experience and promotional opportunities are open to all company employees. All decisions will be based on employees' existing skills, knowledge and attitude required to perform the job effectively and efficiently to the standards required by the company both now and in the future.

Working Conditions

All employees with similar job descriptions or performing similar functions/roles within this company will be treated equally about all aspects of their terms of employment, i.e. working conditions, selection for short-term working, transfers, procedures for disciplinary measures and termination of employment.

Role of Managers

Every Manager in this company is responsible for supporting and communicating the Equal Opportunities Policy. Managers must encourage an open discussion with their employees to identify and resolve problem areas. All employees, in turn, must accept their responsibility to comply with this policy, including maintaining professional standards of behaviour at all times towards all colleagues and clients alike. 

Employees are encouraged to raise questions or concerns about any discrimination in the workplace and are advised to bring these issues to the attention of their immediate Manager. The company assures its employees that any problems or reports made will be dealt with without fear of reprisal. Employees engaging in any form of discrimination will be subject to the company's disciplinary procedures.

Procedure

Where a traditional title or role for a job in the company implies either male or female, e.g. waiter or warehouseman, the company will always expressly state that the position is open to both men and women.

The company will take appropriate disciplinary action towards employees who fail to follow the Equal Opportunities Policy.

Employees who feel mistreated regarding access to employment, conditions of employment, training, work experience or promotion, and re-grading or reclassifying posts should follow and apply the company's Grievance Procedure.

The company will ensure that all employees involved in making employment-related decisions will be provided with training and guidance to understand their role, the company policy and legal requirements.

As cases referring to discrimination on any grounds have to be lodged not later than one year from the date of the most recent alleged breach of the Employment Equality Acts, all personnel records of potential/past employees will be kept for one year after either the termination of application for employment, training or promotion.