Equal Opportunities
Introduction
This Policy outlines KCR's equal opportunities approach.
KCR confirms its commitment to equal opportunities in employment. Individuals are selected and treated on the basis of their relevant merits and abilities and are given equal opportunities within KCR.
The aim of this Policy is to ensure that no Job Applicant or employee should receive less favourable treatment on any grounds which are not relevant to good employment practice.
Equal Opportunities Policy Statement
Given the KCR intent to be an equality organisation, this means that it will:-
Ensure equal opportunity and treatment for all persons in the provision of employment. Ensure that no person applying for employment will be treated less favourably in the grounds of their sex, race, class, colour, racial group, ethnicity, marital status, sexual orientation, age, trade union membership or otherwise, religious belief or physical or mental disability. Selection procedures and criteria will ensure that staff are selected and promoted on the basis of their relevant merits and procedures will be monitored and reviewed.
The Responsibility of Management and Employees
Equal Opportunity within the organisation rests mainly with Management of KCR, but all employees have responsibility.
Good relations and practice depend on all members of staff, treating their fellows with respect and dignity. The activities and actions of all staff members are of crucial importance, therefore all employees are expected to:-
- Co-operate with any measures introduced to advance equality and eliminate discrimination
- Treat all members of staff in a fair and non-discriminatory way, respecting differences
- Not themselves discriminate as managers in their position where they might have power over others
- Not incite or induce others to behave in a discriminatory way.
- Not victimise or attempt to victimise anyone who has made complaints of discrimination or provided information on discrimination.
- Not harass, abuse or intimidate others on account of sex, racial group, ethnicity, colour, sexual orientation, gender, religious belief, disability (mental or physical), class or age, for example in attempts to discourage them for applying for vacancies.
- Inform an appropriate person if they feel a form of discrimination is taking place
- Take appropriate action where they are informed that an act or acts of discrimination have occurred.
- Members of KCR, contractors and visitors who act in ways that breach this policy may be subjected to the appropriate disciplinary procedure and contractors removed from KCR.
Monitoring
It is KCR policy to monitor equality across all aspects of its activity. This includes:-
- The recruitment of staff.
- The progression of staff.
- The nature of any harassment complaints.
- The leaving rates of staff in particular areas.
Where unfair practices are discovered through monitoring or otherwise, necessary action will be taken to remedy the disadvantage.
Procedures to Complain
Complaints of discrimination can be made in a variety of ways and it is anticipated that all members of staff will try to resolve matters informally wherever possible. Specific policies that enable individuals to complain of unequal treatment are:-
- Grievance Procedure
- Harassment Policy
- Directly complain to Manager where appropriate
Definitions
There are many definitions of inequality, however for the purpose of this Policy KCR, adopts the four definitions given in employment legislation. These are:-
Direct Discrimination
Direct Discrimination occurs when a person is treated less favourably than another (in the same circumstances) on the grounds of race, gender, marital status, sexual orientation, disability (physical and mental), class, age or religion.
Indirect Discrimination
Indirect discrimination means applying a condition, requirement or practice which affects one group considerably more than another and which cannot be justified.
Harassment
Harassment occurs when person 'A' subjects person 'B' to unwanted conduct on the grounds of race, or ethnic or national origin that has the purpose or effect of violating person 'B's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for Person B.
Victimisation
Victimisation occurs where an individual is treated less favourably as a result of making a complaint of discrimination under this policy.