EQUALITY POLICY

1.0       PURPOSE AND SCOPE

Spadework values diversity and aims to provide equality of opportunity in the implementation of all of its Policies and in every area of its work.  This document outlines the Spadework general position on equal opportunities.  Spadework will only recruit or promote those people most suited to the role or activity regardless of race, colour, nationality, ethnic or national origin, religion, caste, gender, marital status, sexual orientation, medical condition, disability and age.  Spadework will ensure that those considered for employment will have access to this policy and that all new employees will be provided with copies in full.

 1.1       Policy Statement

Spadework wholeheartedly supports the principle of equality of opportunity in employment and opposes all forms of discrimination on the grounds of race, colour, nationality, ethnic or national origin, religion, caste, gender, marital status, sexual orientation, medical condition, disability and age. Spadework values diversity.

It is in both Spadework’s best interest and those who work for them, to ensure that the attributes, talents and skills available throughout the community are recognised when employment opportunities arise.  To this end the overriding principle is that jobs should be filled by those best able to do them.  Every possible step will be taken to ensure that everyone associated with the business, staff and potential staff, are all treated equally and fairly and that all decisions including those on recruitment, selection, promotion, training and career development, are based solely on job related objective criteria, usually in the form of a job description.

In the unlikely event that staff feel that they have been discriminated against in any form the Grievance Policy should be implemented.

2.0       PROCEDURE

A Manager will;

  • Where required, provide training and guidance on equality issues for those involved in personnel and management decision making on equality issues.
  • Use communication channels and networks to keep equality of opportunity in employment high on the agenda, as a core organisational value.
  • Monitor and evaluate Spadework practices including:
  • existing procedures for recruitment advertising, selection, promotion and training
  • the composition of the existing workforce
  • the application and effects of this policy
  • review strategies, programmes and initiatives to maintain their effectiveness review the policy and its effect on a regular basis

All employees are personally and individually responsible for ensuring that they read, understand and act in accordance with the principle of equality of opportunity in employment, as outlined in the policy and its supplements.  Failure to do so may result in disciplinary action.

2.1       Employment of People with Disabilities

People with disabilities do not always have the same job opportunities as other people though they may have appropriate skills and attributes.  Spadework would, therefore, positively consider job applications from people with disabilities whose skills are commensurate with the job description.

2.2       Employment of People with Medical Conditions

Spadework recognises that stigma and discrimination, together with concerns about health, can result in high levels of stress for people living with some medical conditions.  Spadework acknowledges the need to provide extra support to people affected by this, in their employment.

2.3       Employment of People from Ethnic or Religious Minority Groups

This policy defines Spadework’s objectives and procedures in relation to the employment of people from ethnic or religious minority groups.  It also recognises and responds to Spadework’s legal obligations under the Equality Act.  It reflects the businesses aim to promote appreciation and understanding of ethnic and religious groups in respect of the formulation of strategy and policy, and in-service delivery and community relations.

2.4       Sex Discrimination Employment Policy

Spadework recognises that women may experience a lack of opportunity in employment in contrast to their male colleagues.  Spadework also recognises that men can sometimes experience discrimination when applying for posts traditionally held by women.  Spadework aims to work within the confines of the Equality Act.

2.5       Age and Employment Policy

Spadework is committed to improving equality of opportunity in employment for people throughout their working lives and where possible to taking steps to ensure personnel practices do not discriminate regarding the age of a person.

Spadework’s general statement of Equality in Employment maintains that employment decisions should be based on people’s attributes, talents and skills in relation to job related objective criteria.

2.6       Dealing with Harassment: Policy and Guidance

Spadework aims, through its overall policy on equality of opportunity in employment and its supplementary policy on dealing with harassment, to create a working environment in which the dignity of all employees is respected and where all employees feel able and encouraged to reach their full potential and effectiveness.  Spadework does not find sexual, racial or any other form of harassment in the workplace acceptable and will take appropriate action, including disciplinary measures, to deal with it.

Definitions

  • Racial discrimination arises from an act that has been committed against an individual because of his or her race, colour, nationality or national or ethnic origin or where
  • Disability discrimination occurs where an individual is disadvantaged for a reason connected with his or her disability unless the discrimination cannot be avoided by making reasonable adjustments;
  • Sexual Discrimination occurs where an individual is disadvantaged for a reason connected to their gender, sexual orientation;
  • Age discrimination occurs where an individual is disadvantaged as a result of their age:
  • Indirect discrimination occurs where an individual is subject to an unjustified condition which one gender/nationality/age etc. finds more difficult to meet, although on the face of it the condition or requirement is neutral;
  • Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds. Direct discrimination may occur even when it is unintentional. This includes discrimination because of perception or association.

Developing skills for people with learning difficulties