Equal Opportunities Policy
Introduction
Modular Cabling Systems Limited (“the Company”) supports equal opportunities in employment and considers it to be an integral part of its employment policies.
The Company values the diversity of its work force as a strength and aims to provide a working environment in which people have the opportunity to contribute and develop according to their individual merits and aspirations.
The Company encourages all employees to develop their potential, skills and abilities and recognises its future well-being depends on attracting, developing and attaining the right calibre of employees, in an increasingly competitive environment. The Company, therefore, must examine all sources of talent to achieve success.
No employee or job applicant will receive less favourable treatment on the grounds of race, colour, religion, nationality, ethnic or national origins, sex, marital status, sexual orientation or disability. This will extend to all conditions of work including selection, employment, pay or benefits, promotions and training by the Company.
In addition to the obvious moral responsibility, the Company will observe the collective legislation and their associated codes of practice as follows:-
• Disability Discrimination Act 1995
• Equal Pay Act 1970 and Equal Pay (Amendments) Regulations 1983
• Sex Discrimination Act 1975 and 1986
• Race Relations Act 1976
• Rehabilitation of Offenders Act 1974
What Constitutes Discrimination?
The Company realises that discrimination can take one or more of the following different forms:
Direct Discrimination
This is where treating one person less favourably than another in the same or similar circumstances, solely because of their race, colour, religion, nationality, ethnic or national origins, sex, marital status, sexual orientation or disability. For example, rejecting a person’s application for a job, for which they have all the right qualifications and experience, simply because of their colour.
Indirect Discrimination
This is where there is an unjustifiable requirement or condition which on the face of it applies equally to everyone but which in practice can be met by far more people from one group than another. For example, an unnecessary physical or age requirement can discriminate against women or a person with a disability.
Abuse and/or Harassment
Discrimination also covers actions which amount to abuse and/or harassment of an employee or a group of employees because of their race, colour, religion, nationality, ethnic or national origins, sex, marital status, age, sexual orientation or disability. Such actions would constitute less favourable treatment by creating a hostile working environment likely to affect the work and personal well-being of employees.
Discrimination by Victimisation
This is where a person is treated less favourably or is discriminated against because he or she has:-
• brought Court or Employment Tribunal proceedings against the discriminator or any other person
• given evidence or information in connection with proceedings brought by any person against the discriminator or any other person
Discrimination against particular Groups of People
Minorities
The Company recognises that discrimination can occur within the organisation against employees because of their race, colour, religion, nationality, ethnic or national origins, sex, marital status, age, sexual orientation or disability. This can take the form of physical attacks, harassment, verbal abuse and the use of offensive words or images.
Consequently, the Company is committed to eradicate discrimination in all its forms in the work place.
Sexual Orientation
The Company recognises that the nature of the discrimination against homosexual men and women is more complicated by the fact that they are not necessarily identifiable. The Company is committed to counteract any such discrimination in all its forms.
The Company will ensure that people who are open about their sexuality will be given the same priority for jobs as applicants from other groups. The right of lesbians and gay men to be open about their sexuality will be respected in all cases.
People with Disabilities
The Company recognises that people with disabilities are subject to discrimination and prejudice in our society. With the appropriate consideration or aid a person with a disability could be as able for employment as someone considered to be ‘able-bodied’.
The Company recognises that disability takes many forms. Therefore a variety of different approaches are required to overcome the barriers to fulfilling work which are largely created as a result of a lack of consideration for the needs of people with disabilities.
The Company will take all necessary steps to ensure that the needs of people with disabilities are taken into account fully in all areas of its activities. In particular, the company will make any reasonable adjustments to a job to accommodate a disabled applicant wherever possible.
The Company will ensure that any worker who develops a disability while in the Company’s employment will be given every possible assistance to remain and progress in their current area of work before considering other options.
Policy
The Company aims to:-
• ensure there is no unfair or unlawful discrimination against employees, job applicants, suppliers, clients, or members of the general public.
• positively promote procedures and practices that support equal opportunities at all stages of employment
• develop and use the full range of skills and talents of its employees regardless of any factors that are not relevant to their capability or potential and
• monitor the process in order to evaluate the effectiveness of this policy.
Responsibility
Equal opportunities are about good employment practices and efficient use of the Company’s most important assets – its employees. Everyone has personal responsibility for the implementation of this
Policy and a duty both morally and legally not to discriminate against individuals.
The Company, however, will have overall responsibility for ensuring the Policy is fully effective and will:-
• regularly examine and review all existing procedures and change them where they are found to be discriminatory
• make sure that the Policy is known to all employees and ensure that they abide by it
• challenge all forms of discrimination and harassment where they occur and promote and foster an environment where discrimination is not tolerated and is understood not to be tolerated
• provide training and guidance for Line Managers and ensure they understand their responsibility under the law and this Policy
• develop action policies to endeavour to rectify existing imbalances through recruitment, career development and training and
• monitor recruitment and employees in order to evaluate the progress of this Policy.
Whilst the main responsibility for providing equal opportunities is that of the Company, it is the duty of all employees to accept their responsibility for fostering a fully integrated community at work, by adhering to the principles of equal opportunities and maintaining racial harmony.
In particular, individual employees must not:-
• participate in any form of discrimination
• induce or attempt to induce employees to practice unlawful discrimination and
• harass, abuse, intimidate or victimise other employees.
It is a condition of employment that all employees adhere to this Policy and where employees breach the Policy in the course of their employment will be subject to disciplinary action up to and including summary dismissal. Where employees are in positions of authority, a breach of this Policy will be regarded as a serious offence and disciplinary action of the highest level will apply.
The Managing Director will have overall responsibility for developing, monitoring and updating this Policy as and when appropriate. It is the duty of each Line Manager to actively promote equality of opportunity.
Particular care should be taken in relation to the following areas:-
• recruitment
• promotion and transfer
• performance assessment
• training and development
• grievances
• disciplinary action
The Company is committed to providing appropriate training and guidance to support Line Managers involved in the above areas.
Discipline
Unfair and unlawful discrimination, together with racial and sexual harassment and abuse are unacceptable behaviour under the Company’s Disciplinary Rules and Procedures and constitute gross misconduct.
Actions or behaviour in breach of the Company’s standards will be dealt with under the Disciplinary Rules and Procedures and may lead to summary dismissal.
Grievance
Any employee who believes he or she is the subject of unfair or unlawful discrimination or racist or sexual abuse or harassment, should raise their grievance in accordance with the Company Grievance Rules and Procedures.
The Company recognises that such grievances may concern the normal line of supervision or management and that in some instances it may be more appropriate for an alternative direct approach to be made to the Managing Director.
The Company aims to resolve any grievance through this internal process.