• Contact us
TOP > Jobs at beo > Equal Opportunities Policy

Jobs at beo

Equal Opportunities Policy

Contents

  1. Purpose and Scope
  2. Personnel Responsibility for Implementation of Policy
  3. Unlawful Conduct
  4. Recruitment and Selection
  5. Staff Training and Promotion and Condition of Service
  6. Termination of Employment
  7. Disability Discrimination
  8. Breaches of Policy

1. Purpose and Scope

1.1 It is our policy not to discriminate against any worker on the basis of their sex, sexual orientation, marital or civil partnership status, gender​ reassignment, race (including but not limited to colour, nationality, ethnic or national origin), religion or belief, disability, age, pregnancy, maternity or trade union membership or the fact that they are a part-time worker or a fixed-term employee.

1.2 This policy applies to all employees, whether permanent, temporary, ca​sual, part-time or on fixed-term contracts, to ex-employees, to job applicants and to individuals such as agency staff and consultants and volunteers who are not our employees, but who work at the Company (collectively "workers"). The principle of non-discrimination and of equal opportunities applies to all these groups.

1.3 This policy applies to the advertising of jobs and recruitment and selection, to training and development, opportunities for promotion, to conditions of service, benefits and facilities and pay; to health and safety and to conduct at work, to grievance and disciplinary procedures and to termination of employment, including redundancy.

1.4 All workers have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against, victimise or harass other members of staff, whether junior or senior to them.  In some situations, the Company may be at risk of being held responsible for the acts of individual members of staff and therefore will not tolerate any discriminatory practices or behaviour.

1.5  This policy is intended as a guide. It does not form part of your contract of employment and may be amended from time to time.

2. Personnel Responsibility for Implementation of Policy

2.1  The Company has overall responsibility for the effective operation of its equal opportunities policy and for ensuring compliance with the relevant statutory framework prohibiting discrimination.

2.2  Those working at a management level have a specific responsibility to set an appropriate standard of behaviour, to lead by example and to ensure that those they manage adhere to the policy and promote the aims and objectives of the Company with regard to equal opportunities. 

2.3  All members of staff are responsible for upholding this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives.  If you are involved in management or recruitment, or if you have any questions about the content or application of this policy, you should contact your immediate line manager or HR department to request training or guidance.

3. Unlawful Conduct

3.1  Discrimination may be direct or indirect and it may occur intentionally or unintentionally.  Direct discrimination occurs where someone is put at a disadvantage because of one of the characteristics set out above.  For example, rejecting an applicant of one race because it is considered they would not "fit in" because of their race could be direct discrimination.  Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of, for example, their sex or race.  For example, a height requirement would be likely to eliminate proportionately more women than men.  If these criteria cannot be objectively justified for a reason unconnected with sex, it would be indirectly discriminatory in relation to sex.  Unlawful conduct also includes victimisation (unfavourable treatment because of action taken to assert legal rights against discrimination or to assist a colleague in that regard); harassment and, in the case of disabled employees, discrimination arising from a disability or a failure to make reasonable adjustments.

4. Recruitment and Selection

4.1 We will aim to ensure that no job applicant receives less favourable treatment because of any of the protected characteristics listed above. Recruitment procedures will be reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities and that diverse sectors of the community are reached. Job selection criteria are regularly reviewed to ensure that they are justifiable on a non-discriminatory basis as being essential for the effective performance of the job.

4.2 We will take steps to ensure that knowledge of vacancies reaches a wide labour market and, where relevant, groups under-represented in the Company. Where appropriate, we may use lawful exemptions to recruit suitably-qualified people to cater for the special needs of particular groups.

5. Staff Training and Promotion and Conditions of Service

5.1 Staff training needs will be identified through regular staff appraisals. All workers will be given an equal opportunity and access to training to enable them to progress within the organisation. All promotion decisions will be made on the basis of merit.

5.2 Our conditions of service, benefits and facilities will be reviewed regularly to ensure that they are available to all workers who should have access to them and that there are no unlawful obstacles to accessing them. This includes pay, bonus criteria, policies and all benefits offered, such as life assurance cover and Group Income Protection.

6. Termination of Employment

6.1 We will monitor redundancy criteria and procedures to ensure that they are fair and objective and do not directly or indirectly discriminate against employees. 6.2 We will also ensure that disciplinary procedures are carried out fairly and consistently for all workers, whether they result in disciplinary warnings, dismissal or other disciplinary action.

7. Disability Discrimination

7.1 In order to enable us to support any worker who is or becomes disabled during the course of employment, you may wish to advise your line manager of any reasonable adjustments to your working conditions or the duties of your job which you consider to be necessary, or which would assist you in the performance of your duties. Your line manager may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and they will be accommodated where possible and proportionate to the needs of your job. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments and we will ensure that we provide you with information as to the basis of our decision not to make any adjustments.

7.2 We will continue to monitor our premises to consider whether disabled workers, job applicants or service users are at a substantial disadvantage compared to other workers. Where possible and proportionate, we will take steps to improve access for disabled workers and service users.

8. Breaches of Policy

8.1 If you believe that you may have been disadvantaged in relation to any of the protected characteristics listed above, you are encouraged to raise the matter through our grievance procedure. If you believe that you may have been harassed because of any of the characteristics listed above, you are encouraged to raise the matter through our grievance procedure. Allegations regarding potential breaches of this policy will be treated in confidence as far as possible and investigated in accordance with the relevant procedure. Workers who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach in this policy which are found to have been made in bad faith will, however, be dealt with under our disciplinary procedure.

8.2 Any breach of this policy or allegation of harassment against any worker, client, student or supplier because of any of the protected characteristics defined above will be investigated in line with our disciplinary procedure. We will always take a strict approach to serious breaches of this policy and in serious cases, such behaviour may constitute gross misconduct and, as such, may result in summary dismissal.