Equal Opportunites Policy

What Does Equal Opportunities Mean?

The UK has always strived to promote equality in the workplace. Through the years there have been different statutory bodies that dealt with specific aspects of discrimination. The Equal Opportunities Commission was established to tackle the issue of sex discrimination. The Disability Rights Commission focused on issues related to disability discrimination and the Commission for Racial Equality dealt with race discrimination.

In October 2007 these three commissions were merged into the new body called the Equality and Human Rights Commission. In addition to taking on the responsibilities of the three existing commissions, the EHRC also acquired new responsibilities in order to provide the same level of protection to all other minority groups.

The primary aim of the newly formed Equality and Human Rights Commission is to promote and protect everyone’s right to equal opportunities in the workplace as laid down in the Equality Act 2010.

Definition of Equal Opportunities Under The Equality Act 2010

The term “equal opportunities” upholds the idea that all workers within an organisation should be entitled to and have access to all of the organisations facilities at every stage of employment, including the pre-employment phase.

This means every individual should have:

  • An equal chance to apply and be selected for posts pre-employment

  • An equal chance to be trained and promoted while employed with the organisation

  • An equal chance to have their employment terminated equally and fairly

  • Denying any employee or prospective employee their right to equal opportunity in the workplace is tantamount to discrimination, which is considered unlawful under the Equality Act 2010.

The Equality Act has specified 9 areas that are termed in the legislation as protected characteristics. These include (in no particular order):

  • Age

  • Sex

  • Race

  • Disability

  • Pregnancy

  • Marital status

  • Sexual orientation.

  • Gender reassignment

  • Religious background

  • Discriminating against workers because of any of the nine characteristics is against the law.

What This Means For Employees

To comply with the terms of the Equality Act, employers must have policies in place and must adhere to certain practices that aim to prevent accident claims, discrimination and foster equal opportunities within the organisation.

All workers and job applicants must be treated equally and be given the same set of opportunities regardless of their age, sex, race, disability, sexual orientation, disability, culture or anything other personal characteristic that might be discriminated against.

As a worker, you have a right to:

  • Fair practices and behavior in the workplace

  • Fair allocations of workloads

  • Equal access to benefits and conditions

  • A workplace that is free from unlawful discrimination, harassment or bullying at work

  • Competitive merit-based selection processes for recruitment and promotion

  • Fair processes to deal with work-related complaints and grievances

If any of these rights are breached or your employment is terminated and you deem it as unfair dismissal an employment solicitor should be able to offer you their expert opinion.

Establishing Equal Opportunities During The Recruitment Stage

All employers must follow certain procedures for recruitment to ensure that all applications are treated appropriately and fairly and that, all things being equal, no candidate is rejected because of their age, gender, race, sexuality or any other protected characteristic.

This means recruitment procedures must meet the following criteria:

The job description must be set so that all applicants are assessed against the exact same criteria and nothing else.

The post is advertised in a variety of locations, for example such as job centers, university boards, online if possible providing permission is granted to do, this allows the jobs to be viewed by as wider audience.

An interview panel must be put in place so that more than one person’s opinions are weighed in when deciding on whom to award the position to.

All questions that are not relevant to the job must be excluded from the questionnaire. Applicants should not be asked about their age, race, religion or any other protected characteristic.

Female applicants must be treated the same as male applicants. Disabled applicants must be treated the same as applicants with no disabilities. Pregnant applicants must be treated the same as non-pregnant women.

Establishing Equal Opportunities In the Workplace

All employers must follow certain procedures in the workplace to ensure that all workers are treated appropriately and fairly and that, all things being equal, no candidate is treated unfairly because of their age, gender, race, sexuality or any other protected characteristic.

Establishing equal opportunities in the workplace may include:

Ensuring that all similarly qualified employees have equal access and opportunity to all training and advancement facilities regardless of sex, gender, age or disability. No employee should be overlooked for training or promotion because of any protected characteristic.

Making reasonable adjustments in the workplace to accommodate physically challenged employees.

Ensuring that no employee is paid any more or less than any of their colleagues who are equally qualified, equally experienced and performing the same role.

Advertising new roles externally as well as internally so that anyone who meets the qualifying criteria gets the opportunity to apply.

Making sure that no employee is dismissed solely because of a personal characteristic.

Ensuring that the same rules apply to employees from all religions regarding extra time off during religious holidays.

Every employer should have their own equal opportunities policy in place, which is customised to their organisation. This policy must detail the steps the organisation will take to comply with the equality legislation and promote equality in the workplace. Having a formal policy makes it easier for all employees to know what is acceptable and expected of them as individuals and as part of the organisation.

The Effect Of Equal Opportunities On Companies and Staff

When an organisation supports the principle of equal opportunities for all, employees can rest assured that they will not be discriminated against in the workplace. Employees are more committed to working hard when they know that they have equal opportunities for advancement and there are no barriers to job progression.

Also, knowing that they are evaluated solely on their on-the-job performance and measurable merits empowers employees and encourages them to do their best.

Equality diversity and inclusion policy

Telos Recruitment values and treats all people with dignity and respect.  We aim to encourage Equality, Diversity, and Inclusion (EDI) within our organisation.  We disagree with all forms of unlawful and unfair discrimination, harassment, or victimisation.  We aim to attain a workforce representative of society to ensure we secure the widest pool of talent available. 

It is our aim to ensure that no employee, job applicant or candidate receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics). 

This Policy, and other associated arrangements/policies, shall operate in accordance with statutory requirements (including the Equality Act 2010). In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments and/or any other statutory bodies. 

Our Commitment:

  ·         To create an inclusive culture where everyone can be valued for who they are and in which individual differences and the contributions of all our staff are recognised and valued.

·         Our recruitment, selection and assessment process will be based entirely on skills and competencies of the specific roles and appointments will be transparent and based entirely on merit.

·         Every employee is entitled to a working environment that promotes dignity and respect to all.  No form of intimidation, bullying or harassment will be tolerated.

·         We will ensure that individuals are treated equally and fairly and that decisions on training, development and progression opportunities are available to all staff and based on objective criteria.

·         To promote EDI in the workplace, which we believe is good management practice and makes sound business sense.

·         We will regularly review all our employment practices and procedures to ensure fairness.

·         Where we are advised, we will make reasonable adjustments (if needed) to ensure that our services and offices can be accessed.

·         Breaches of our EDI Policy will be regarded as misconduct and could lead to disciplinary proceedings.

·         Third-party harassment, concerning our staff or candidates, relating to a protected characteristic will not be tolerated.  The employee concerned should inform their line manager at once and Change will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

·         This policy is fully supported by the managing director.  The policy will be monitored and reviewed annually by the managing director.

Your responsibility as a Colleague

Telos Recruitment is an EDI employer.  EDI is about good employment practices and efficient use of our employees.  Every employee has personal responsibility for the implementation of this policy.  All members of staff should:

·         comply with the policy and arrangements.

·         not discriminate in their day-to-day activities or encourage others to do so.

·         not victimise, harass, or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.

·         ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.

·         inform their manager if they become aware of any discriminatory practice.

Any instance of doubt about the application of this policy or other questions should be addressed to the management team.

 For Candidates and Clients:

  ·         Our staff will not discriminate directly or indirectly, or harass candidates or clients because of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation in the provision of Change’s goods and services

·         Job advertisements used will be non-discriminatory. All advertisements will be diverse and inclusive, targeting all suitable potential job applicants.

·         Any selection criterion is based upon merit and the ability to do the job, regardless of sex, race, disability, age, sexual orientation, religion, or philosophical belief.

·         No job applicant or employee shall receive less favourable treatment than any another person does, on grounds that are discriminatory, in any form.     

 

EDI Implementation policy at Telos Recruitment

The effective implementation and operation of the arrangements for EDI will rest with the managing director.  directors and managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Telos Recruitment’s management team / director will be responsible for monitoring the operation of this policy in respect of employees and applicants.

All managers and staff responsible in any form of the recruitment process or involved in drafting job specifications, job advertisements, application examining, selection interviewing, confirmation of appointments, deliberation of employees for training and development and promotion opportunities will be made aware of and act in accordance with this policy.

Training will be provided for managers and staff to increase their awareness of this policy and the associated arrangements. This policy is covered in the company induction.

Raising Concerns:

All employees have a right to pursue a complaint concerning discrimination, or bullying and harassment, and Change will take all complaints of this nature seriously.  This may be against them or others; individuals should refer to the Bullying and Harassment Policy.  Change is concerned to ensure that staff feel able to raise such concerns and no individual will be penalised for raising such a concern unless it is submitted maliciously or is made in bad faith.

If an employee believes that they have been subject to discrimination, victimisation or harassment on any grounds the employee is encouraged to discuss the matter informally with HR or a Director.  The employee is also entitled to raise a formal complaint at any time. In such circumstances, the employee should invoke Telos Recruitment’s grievance procedure.

Discrimination, harassment and victimisation will be treated as disciplinary offences and they will be dealt with under the Change Disciplinary Procedure.