1 Statement of policy
The aim of this policy is to communicate the commitment of the Learnwithunite to the promotion of equality and diversity of opportunity to all members, learners and employees.
It is our policy to provide employment equality to all, irrespective of:
• Gender, including gender reassignment
• Marital or civil partnership status
• Having or not having dependants
• Religious belief or political opinion
• Race (including colour, nationality, ethnic or national origins)
• Disability
• Sexual orientation
• Age
We are opposed to all forms of unlawful and unfair discrimination. All
job applicants, employees and others who work for us will be treated
fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any
other benefit will be made objectively and without unlawful discrimination.
We recognise that the provision of equal opportunities in the workplace
is not only good management practice, it also makes sound business
sense. Our equal opportunities policy will help all those who work for us
to develop their full potential and the talents and resources of the
workforce will be utilised fully to maximise the efficiency of the
organisation.
2 Policy Scope
This policy applies to all Learnwithunite employees and future employees.
3 Equality commitments
We are committed to:
• Promoting equality of opportunity for all persons
• Promoting a good and harmonious working environment in
which all persons are treated with respect
• Preventing occurrences of unlawful direct discrimination,
indirect discrimination, harassment and victimisation
• Fulfilling all our legal obligations under the equality
legislation and associated codes of practice
• Complying with our own equal opportunities policy and
associated policies
• Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy as
misconduct which could lead to disciplinary proceedings.
4 Implementation
The Learnwithunite Manager has specific responsibility for the effective implementation of this policy.
All our employees are to abide by the policy and help create the equality environment which is its objective. All employees will promote the policy in all aspects of their own service delivery and in their working relationships with partners.
In order to implement this policy we shall:
• Communicate the policy to employees, job applicants and
relevant others (such as contract or agency workers)
• Incorporate specific and appropriate duties in respect of
implementing the equal opportunities policy into job
descriptions and work objectives of all staff
• Provide equality training and guidance as appropriate,
including training on induction and management courses.
• Ensure that those who are involved in assessing candidates
for recruitment or promotion will be trained in non discriminatory
selection techniques
• Incorporate equal opportunities notices into general
communications practices (eg, staff newsletters, intranet)
• Obtain commitments from other persons or organisations
such as subcontractors or agencies that they too will comply
with the policy in their dealings with our organisation and our
workforce
• Ensure that adequate resources are made available to fulfil
the objectives of the policy.
5 Monitoring and review
We will establish appropriate information and monitoring systems to
assist the effective implementation of our equal opportunities policy.
The effectiveness of our equal opportunities policy will be reviewed
annually, in consultation with Unite the union, and action or alterations to the policy will be taken as necessary.
6 Complaints
Employees who believe that they have suffered any form of
discrimination, harassment or victimisation are entitled to raise the
matter through the unions agreed grievance procedure.
All complaints of discrimination will be dealt with seriously, promptly and confidentially. In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair
Employment Tribunal under the following anti-discrimination legislation:
• Sex Discrimination (Northern Ireland) Order 1976, as
amended
• Disability Discrimination Act 1995, as amended
• Race Relations (Northern Ireland) Order 1997, as amended
• Employment Equality (Sexual Orientation) Regulations
(Northern Ireland) 2003
• Fair Employment and Treatment (Northern Ireland) Order
1998, as amended
• Employment Equality (Age) Regulations (Northern Ireland)
2006
• Equal Pay Act (Northern Ireland) 1970, as amended.
However, employees wishing to make a complaint to a tribunal will
normally be required to raise their complaint under our internal
grievance procedures first.
Every effort will be made to ensure that employees who make
complaints will not be victimised. Any complaint of victimisation will be
dealt with seriously, promptly and confidentially. Victimisation will result
in disciplinary action and may warrant dismissal. |