Statement of policy

Neil Foundations Systems Limited is committed to the principle that no employee or job applicant shall receive unfavourable treatment on the grounds of race, religious beliefs, sex, sexual orientation, age, marital status or disability.

Reasons for the policy

Neil Foundations Systems Limited wishes to employ the most suitable and appropriately qualified people for the work to be undertaken. Consequently, sound business reasons support the promotion by the company of equal opportunities in employment. Over a period of time, legislation has been introduced to encourage equal opportunities and to render discrimination unlawful. The Equality and Human Rights Commission has been established to work towards the elimination of discriminatory practices, and has devised codes of practice which contain practical advice on ways to avoid discrimination and on the management of an equal opportunities policy.

Equality of treatment

The policy aims to ensure that members of staff adhere to the principle of equality of treatment. It prohibits acts of discrimination whereby one individual is treated less favourably than another on the grounds of race, religious beliefs, sex (gender), sexual orientation, age, marital status or disability.

Examples of such discrimination by an employer include:

• Deliberately refusing or omitting to make an offer of employment
• Restricting or denying access to promotion, transfer, training, or other benefits or facilities
• Dismissing an individual
• Subjecting an individual to some other detriment (for example, racial or sexual harassment)
• Discriminating in the arrangements made for deciding who should be offered a job.

Discrimination by 'victimisation' occurs where a person is treated unfavourably because, for example, he or she has brought proceedings, or given evidence or information in a case involving sex or race discrimination.

A manager or employee who contravenes (or knowingly aids another person to contravene) the company's policy may be held personally liable for committing an act of lawful discrimination and may, together with the company, be subject to legal proceedings.

Responsibilities

The management official with overall responsibility for the application of the equal opportunities policy is:

Neil Miller

Each manager is responsible for communicating the policy to all employees, providing operational procedures and training, and monitoring the application of the policy. Managers and supervisors are responsible for ensuring that they and all staff under their control understand the policy and observe the correct procedures.

All employees have an important part to play in the application of the policy, that their attitudes and actions are consistent at all times with both the spirit and the letter of the policy.

Recruitment, selection and promotion

The company's intention in respect of recruitment, selection and promotion is to appoint the most able candidate for each job regardless of that person's race, religious beliefs, sex, sexual orientation, marital status, age or disability.

In order to ensure that this intention is realised, the requirements of each job are identified and all candidates assessed against the same criteria at each stage of the selection process, to ensure that fairness and consistency are achieved throughout. Similarly, all candidates for promotion possessing appropriate skills, knowledge and experience are given the same degree of consideration. Employee appraisals are concerned only with the assessment of actual performance in the job. Assumptions about individuals in relation to their race, religious beliefs, gender, sexual orientation, marital status, age or disability are unacceptable.

Training

Educational and vocational courses leading to relevant qualifications are available to employees regardless of race, religious beliefs, gender, sexual orientation, marital status, age or disability, and members of under-represented groups are encouraged to apply.

Training in matters relating, directly or indirectly, to equal opportunities is regarded as a vital component in the training programmes for managers and supervisors, both as a means to maintaining the level of awareness of the policy and of ensuring that the policy is operating as the company intends.

Conditions of employment and provision of benefits and services

All conditions of employment, employee benefits and services apply irrespective of race, religious beliefs, sex, sexual orientation, marital status, age or disability.

Accommodation and facilities are provided, as far as it is practicable to do so, having proper regard for the needs of the disabled.

Observing the policy

The overall aim of the policy is to promote a harmonious working environment for all members of staff. Therefore, the appropriate supervisor or manager should be informed if an occasion arises, or is suspected to have arisen, where an individual experiences unfavourable treatment on the grounds of race, religious belief, gender, sexual orientation, marital status, age or disability. An employee who feels he or she is unable to discuss the matter with his or her supervisor or manager may contact. Neil Miller

A member of staff with a grievance concerning the application of this policy should follow the grievance procedure.

It is a disciplinary offence to discriminate intentionally against a fellow employee or job applicant in contravention of the policy.

Monitoring

The company will monitor and continuously review the operation of the policy and expects all employees to co-operate by providing relevant information, where necessary. All such information will be treated as strictly confidential and used solely for this purpose.

You can download a copy of this policy here.