We are committed to the principal of equal opportunities in employment and fully support this policy. The aim of this policy is to communicate our commitment to the promotion of equality of opportunity.
It is our aim to provide employment equality to all, irrespective of; gender, gender reassignment, sexual orientation, marital or civil partnership status, disability, race, age, religious belief or political opinion. These are collectively known as Equality Grounds.
This policy applies to providing equality of opportunity to our clients and employees.
Our commitment extends to:
- Promoting equality of opportunity and a harmonious working environment in which all persons are treated with respect and occurrences of unlawful direct or indirect discrimination, harassment or victimisation are prevented
- Fulfilling all our legal obligations under the relevant legislation
- Complying with our own Equal Opportunities Policy and associated policies
- Taking lawful and affirmative or positive action, where appropriate
- Regarding all breaches of the Equal Opportunities Policy as misconduct which could lead to disciplinary action under our Disciplinary Procedure
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees, others who work for us and clients 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 business is not only good management practice, but it also makes sound business sense. We all haveresponsibility for the effective implementation of this policy, and you are expected to abide by it.
You must not discriminate, cause offence, apprehension or discriminate against customers, other employees or groups of employees because of any equality grounds / characteristics such as their religion, sexual orientation, age etc. Failure to comply with this policy will be treated as a serious breach of discipline resulting in the appropriate disciplinary action being taken.
We may maintain and review the employment records, including the composition of applicants and employees, for monitoring purposes, in order to assess the effectiveness of the implementation of this policy, as well as to enable us to provide and comply with any statutory reporting requirements.
Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and employees in relation to any requirement to implement affirmative actions.
If you believe that you have suffered any form of discrimination, harassment or vicitimisation, you are entitled to raise the matter through our Grievance Procedure or Complaints procedure (for Clients). A copy of this will be provided to you. Every effort will be made to ensure that you will not be victimised by making any form of complaint. All complaints of discrimination or victimisation will be dealt with seriously, promptly and confidentially. Victimisation or discrimination, where these are found to have occured will result in disciplinary action, up to and including dismissal.
If you have a complaint, we encourage you to try to resolve it either informally or by using the formal internal procedure, prior to making a complaint to the Industrial Tribunal. However, these internal procedures do not replace or detract from your right as an employee to pursue complaints under statutory legislation.
Equality Commission (NI) Guidance on Emblems
The Equality Commission for Northern Ireland has provided the following general guidance which we request you adhere to in order to promote respect and dignity in the workplace/business.
There are some emblems and symbols that, through their history and associations, whether intended or not, have come to have a significance that has the potential to make those of a different identify feel uncomfortable or unwelcome.
In this category are likely to fall a variety of symbols and emblems with the potential to cause disharmony, especially those that have been directly linked to community conflict in Northern Ireland and/or to local politics. Therefore, we ask that you do not wear or display any of the following in the workplace/business or during training:
- Any football shirts, e.g. Rangers and Celtic
- Badges and insignia linked to paramilitary or political organisations e.g. buttonholes, or tattoos (these should be covered up if possible)
- Badges and insignia, e.g. Easter Lilies, Orange symbols
- Posters, pictures, portraits, displays, tracts, emblems, screensavers, ringtones etc. linked to the above or that contain or incorporate emblems more closely associated with one or other of the communities
- Religious tracts and emblems
The above list is not exhaustive but indicative of the types of emblems that have been problematic in the past.
There are many ways in which we convey our religious or political identity to others. In this category would fall emblems that may be associated primarily with one religion or community but are not directly linked to community conflict. Such marks of identity are unlikely to be regarded as creating an intimidating or hostile working environment. Therefore, we permit the following when worn with decorum and at the appropriate time:
- Marks of religious observance, insignia associated with organisations attached primarily to one religion, community or culture (e.g. crosses, crucifixes, ashes, kippot, turbans, Muslim veils, pioneer pins, Christian Union badge, fáinnes, dreadlocks)
- Marks of remembrance, celebration or commemoration (e.g. poppies, shamrock)
This list is not exhaustive so if you are in any doubt, please seek guidance from the Company Director.