Equal Opportunities

We believe that the diversity enhances all aspects of performance and we therefore welcome and promote breadth and diversity. This policy statement outlines our intentions.

Our ultimate aim is to consistently keep equality at the heart of the organisation and foremost in our actions and in our client relationships.

We do not tolerate or permit any form of discrimination and aim to ensure that every employee and candidate is treated equally. We define this as giving everyone access to the most appropriate resources, opportunities, development and progression.

Equal opportunities represents rights and responsibilities for every employee to be treated fairly and means that no one should be discriminated against or feel harassed in the course of their employment and everyone should be treated on their merits. In addition, everyone should behave fairly with consideration for others in line with company policy and prevailing law.

We encourage all employees to make full use of their skills and talents and to help and support their colleagues so that the organisation reaches its full potential. Everyone should therefore have the same access to courses and development.

If we find, or clients report that certain groups are under-represented in the organisation or in access to training, we will take practical action wherever this is possible to ensure that these groups are positively represented.

To this end, we regularly review and develop our processes, procedures and practices to reflect changing policy and learning.

Scope

This policy addresses our commitment to equal opportunities both in the context of our status as an employer and as Consultants to our Clients.

The recruitment practices of both our Clients and us are in scope, as is every aspect of our employment practice.

This policy refers to all forms of discrimination, whether direct or indirect on the grounds of gender, ethnic or national origin, culture, colour, religion or religious affiliation, age, part-time status, physical ability, sexual orientation or Trade Union Membership or duties.

Purpose

The Equal Opportunities Policy has been implemented to help us ensure that we:

  • Provide an environment that creates fair and equal opportunities for all employees, clients, contacts and candidates;
  • Consider the experience, talents and skills available when employment or development opportunities arise;
  • Ensure fair treatment for all employees and all candidates who apply to us;
  • (make the best possible use of our existing and potential workforce);
  • Improve our employment practices and employee morale and motivation;
  • Attract, develop and retain talented individuals for us and our clients;
  • Avoid unlawful or unfair discrimination.

Implementing This Policy

All employees are trained, monitored and refreshed in respect of their responsibilities and the importance of adherence to policy.

Any issues raised will be fully investigated and if they cannot be satisfactorily resolved internally through the Grievance Procedure and any relevant subsequent action, external arbitration may be sought.

Where there is a conflict of interest the Company will make judgements according to existing laws and policies.

Responsibilities

The Board of Directors is responsible for delivering the policy and is accountable for its implementation. Each Country Director is required to incorporate equality monitoring into their personal and team objectives.

All Practice Heads and Line Managers have responsibility for implementing the spirit and letter of this policy and all associated legislation. The Director of Training and all Line Managers are also responsible for ensuring that each employee is made aware of the policy and the serious implications of breaches of this.

Managers are also responsible for ensuring that they promote equal opportunities in their actions and that they lead by example.

Grievances

If anyone employee feels that they have been treated unfairly, they should refer to the Company's Grievance Scheme.

If a candidate feels that they have been treated unfairly, we would suggest that they contact the Company's HR Manager in the first instance.

Associated Legislation

The Company recognises all associated legislation including:

  • The Sex Discrimination Act 1975 (updated 1986)
  • The Equal Pay Act 1970 (updated 1983)
  • The Race Relations Act 1976 (amended 2000)
  • The Disability Discrimination Act 1995
  • Sex Discrimination (Gender Reassignment) Regulations 1999
  • The Crime and Disorder of Offenders Act 1974
  • The Rehabilitation of Offenders Act 1974
  • The Human Rights Act 1998
  • The Flexible Working Act 2003
  • Employment Equality (Age) Regulations 2006