CUTE RESOURCE SOLUTIONS LTD “THE COMPANY”
The Company is committed to providing equal opportunities in employment and in relation to every person with whom it deals. This means that all job applicants, employees, workers, agency staff and former employees will receive equal treatment regardless of race, colour, ethnic or national origins, religion or belief, gender, marital or civil partnership status, part-time or fixed term employee status, sexual orientation, disability or age.
The purpose of this policy is to ensure that employees of the Company are recruited and work in an environment which is free of unlawful discrimination, harassment or victimisation and that we are implementing the Company’s commitment to equal opportunities at all times.
The Company shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful and even undesirable discrimination.
It is important that each employee knows of the Company’s policy and knows that he or she has a role to play in ensuring that this policy is adhered to throughout the workforce and in relation to everyone with whom the Company deals.
This policy applies to recruitment, training, promotion and employment benefits, discretionary or otherwise, and the provision of the Company’s recruitment services. The Company recognises that the provision of equal opportunities without unlawful discrimination:
Is an essential part of the values which bind the workforce together.
Is a legal obligation for all employers and employees.
Will serve to ensure the effective use of human resources in the best interests of the organisation, its employees and fairness and equality in relation to everyone with whom the Company deals.
It is unlawful to discriminate against individuals either directly or indirectly in respect of their race, sex, marital status or disability. The Race Relations Act 1976, the Sex Discrimination Act 1975, the Disability Discrimination Act 1995 are the relevant statutory Acts. The Equal Pay Act 1970 may also apply.
It is unlawful to discriminate against individuals either directly or indirectly in respect of their sexual orientation, religion or belief or age. The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, and the Employment Equality (Age) Regulations 2006 are the relevant Regulations.
This policy applies to everyone: you must not conduct yourself in a manner which could lead to breach of this policy towards job applicants, fellow employees, agency workers, sub-contractors or former employees.
It is the responsibility of everyone in the organisation to comply with this policy and uphold the principle of fairness in employment and in the Company’s dealings with everyone, including clients and applicants for permanent or temporary placements. Failure to comply with this policy may result in disciplinary action, including dismissal.
Overall responsibility for implementing the policy rests with management, supervisors and individuals professionally involved in recruitment and administration activities.
RECRUITMENT AND PROMOTIONS POLICY
The Company seeks to recruit and promote a workforce which reflects the diverse community at large. All applicants for a position with the Company will be assessed on their individual merits and ability to do the job. For example, similar questions will be asked of each interviewee and, in the case of a disabled applicant, questions may be asked to ascertain what adjustments the Company may make to its premises or the way in which the vacant position is performed to enable that applicant to attend the interview or fulfil the job requirements.
The Company operates a similar policy in relation to termination of employment. Decisions will not be made or influenced by unlawful discriminatory issues.
INTRODUCTION AND ASSIGNMENT OF APPLICANTS
The Company’s policy on the introduction and assignment of applicants for temporary and permanent placements is based solely on merit without regard to race, colour, ethnic or national origins, gender, marital or civil partnership status, religion or belief, sexual orientation, age, disability or any other condition not justified by law or relevant to the job.
The Company will ensure that there are equal opportunities at all stages of the process of deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. The Company will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.
The Company operates a similar policy in relation to termination of temporary assignments. Decisions will not be made or influenced by unlawful discriminatory issues. Also, the Company will not accept instructions from clients that indicate an intention to discriminate unlawfully.
Former workers and employees will be treated with respect and dignity in relation to race, colour, ethnic or national origins, gender, marital or civil partnership status, religion or belief, sexual orientation, age or disability. Therefore, any request for the provision of a reference shall not be considered on the basis of these areas when deciding whether to provide a reference or in relation to its content.
BREACH OF THIS POLICY
Nigel Wright Consultancy Limited has implemented this policy to assist in developing and encourage a working environment and culture in which breaches of this policy are known to be unacceptable.
DISCIPLINE AND GUIDANCE
Any applicant, candidate, temporary worker, or employee who feels he or she has been victimised or harassed by another employee or who feels that he or she has been discriminated against in selection, promotion, training or by the terms and conditions that he or she is employed/engaged on is encouraged to use the Company’s Grievance Procedure.
All managers will investigate complaints promptly and thoroughly. Cases in which an individual is found to have been victimised, harassed or discriminated against will be dealt with under the disciplinary procedure.
The Company will take disciplinary action against any employee or worker found guilty of discrimination, victimisation or harassment on grounds of race, colour, ethnic or national origins, sex, marital or civil partnership status, religion or belief, age, sexual orientation or disability. Breaches of this policy are treated very seriously by the Company and any such conduct may amount to gross misconduct, with dismissal being the likely outcome.
RECORDING AND MONITORING
In order to monitor the effectiveness of this Policy, the Company may keep records of the sex, ethnic origin, age and details of any disability of all applicants for employment, training, promotion and those being considered for redundancy or dismissal.
These details will be kept separate from application forms to avoid any possibility of discrimination.
REVIEW OF THIS POLICY
The Company has appointed the Managing Director to be responsible for the operation of this policy, which is subject to review from time to time. The Managing Director is the person to whom any comments on this policy should be expressed and to whom any complaints about the failure of the policy should be made using the Company’s Grievance Procedure. If you feel this is not appropriate, or you feel uncomfortable with raising the issue with the Managing Director, you should instead raise the issue with Financial Controller or the person that he shall nominate from time to time for this purpose using the Company’s Grievance Procedure.
The Company has a policy of non-discrimination and everyone working for or associated with the Company must treat others with respect regardless of gender, marital or civil partnership status, race, colour, ethnic or national origins, religion or belief, age, sexual orientation or disability.
The policy does not form part of your contract of employment. It will be reviewed on a regular basis and any amendments to it will be notified to each employee.
If you have any particular requirements or circumstances that affect you these should be raised with the Managing Director. Where appropriate, action will be taken to address such matters.