1. Purpose
The purpose of this policy is to communicate the commitment of the Senior Management to the promotion of
equality of opportunity in Premier Sheds & Fencing. It is our policy to provide employment equality to all,
irrespective of:
* Gender, including gender reassignment.
* Marital or civil partnership status.
* Having or not having dependants.
* Religious belief or political opinion.
* Race (including colour, nationality, ethnic or national origins, being an Irish Traveller).
* Disability.
* Sexual orientation.
* Age.
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others
who work for us will be treated fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively
and without unlawful discrimination.
We recognise that the provision of equal opportunities in the workplace is not only good management practice,
it also makes sound business sense. Our equal opportunities policy will help all those who work for us to
develop their full potential and the talents and resources of the workforce will be utilised fully to maximise
the efficiency of the organisation.
2. Scope
This EO policy applies to all those who work for (or apply to work for) at Premier Sheds & Fencing including:
* Job applicants and potential applicants.
* Employees
* Contract workers
* Trainee workers and students on work experience or placements
* Volunteer workers
* Former employees.
3. Equality commitments
We are committed to:
* Promoting equality of opportunity for all persons.
* Promoting a good and harmonious working environment in which all persons are treated with respect.
* Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and
victimisation.
* Fulfilling all our legal obligations under the equality legislation and associated codes of practice.
* Complying with our own equal opportunities policy and associated policies
* Taking lawful affirmative or positive action, where appropriate
* Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary
proceedings.
4. Implementation
The Managing Director has specific responsibility for the effective implementation of this policy. Each
Manager and Supervisor also has responsibilities and we expect all our employees to abide by the
policy and help create the equality environment which is its objective. In order to implement this policy we
shall:
* Communicate the policy to employees, job applicants and relevant others (such as contract workers)
* Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy
into job descriptions and work objectives of all staff.
* Provide equality training and guidance as appropriate, including training on induction and management
courses.
* Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained
in non-discriminatory selection techniques.
* Incorporate equal opportunities notices into general communications practices.
* Obtain commitments from other persons or organisations such as subcontractors or agencies that they too
will comply with the policy in their dealings with our organisation and our workforce.
* Ensure that adequate resources are made available to fulfil the objectives of the policy.
5. Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of
our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly
(at least annually) and action taken as necessary.
6. Complaints
Employees who believe that they have suffered any form of discrimination, harassment or victimisation are
entitled to raise the matter through the agreed procedures (Form EOPC1). A copy of these procedures is
available from the General Manager. All complaints of discrimination will be dealt with seriously, promptly
and confidentially. In addition to our internal procedures, employees have the right to pursue complaints of
discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination
legislation:
Acts of Parliament
* Equal Pay Act 1970
* Sex Discrimination Act 1975
* Race Relations Act 1976
* Disability Discrimination Act 1995
* Human Rights Act 1998
* Race Relations (Amendment) Act 2000
* Civil Partnership Act 2004
* Disability Discrimination Act 2005
* Equality Act 2006
Regulations
* Sex Discrimination (Gender Reassignment) Regulations 1999
* Race Relations Act 1976 (Amendment) Regulations 2003
* Employment Equality (Religion or Belief) Regulations 2003
* Employment Equality (Sexual Orientation) Regulations 2003
* Disability Discrimination Act (Amendment) Regulations 2003
* Employment Equality (Sex Discrimination) Regulations 2005
* Employment Equality (Age) Regulations 2006
However, employees wishing to make a complaint to a tribunal will normally be required to raise their
complaint under our internal grievance procedures (Form EOPC1). Every effort will be made to ensure that
employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with
seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant
dismissal.
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