Equal Opportunities Policy
Introduction
Avantek Computer Limited is
committed to providing equal opportunities in employment. We recruit, develop
and employ people on the basis of their qualifications, skills and experience
and potential for the work to be performed. It does so regardless of the
individual's sex, marital status, sexual preference, creed, colour, race, ethnic
origin, nationality, age or disability.
This
policy has been produced:
o
to ensure that no job applicant or
employee receives less favourable treatment than another because of their sex,
marital status, sexual preference, creed, colour, race, ethnic origin,
nationality, age or disability;
o
to make the most effective use of
existing employees;
o
to demonstrate our intention to be an
equal opportunity employer in order to attract, retain and motivate high calibre
people; and
o
in line with our principles as an
employer to ensure the celebration of cultural diversity and the encouragement
of all staff and others who work with us to understand, support and act
creatively to implement this policy.
We
accept our responsibility to ensure that no employee or applicant is
discriminated against as defined by the provisions of the:
Race Relation Act 1976, Amended Race
Relations Act 2000
Sex Discrimination Act 1975
Disability Discrimination Act 1995
Equal Pay Act 1994
Definitions
This policy refers to the
general term of "harassment" and in so doing encompasses the following
definitions:-
Sexual Harassment
- This is unwanted conduct of a sexual nature or other conduct based on sex
affecting the dignity of both women and men at work. It is distinguished from
mutual, acceptable, friendly or social behaviour which may occur during contacts
between people at work.
Sexual harassment refers to
behaviour which is unsolicited, repeated and personally offensive to the
recipient and can also relate to unwanted sexual advances in a work related
social environment such as an office party.
Racial Harassment
- This includes a wide range of abusive
and/or threatening behaviour. It can be defined as any hostile act or expression
on racial grounds by a person of one racial or ethnic origin against another, or
incitement to commit such an act.
Bullying
- This relates to abusive, intimidating,
malicious or insulting behaviour, abuse of power, or unfair sanctions which make
the recipient feel upset, threatened, humiliated or vulnerable and which
undermines their self-confidence and may cause them to suffer stress.
Procedure
Any employee who feels that they
are unfairly treated should raise the issue through the Grievance Procedure. All
such complaints will be treated seriously, investigated thoroughly and will be
dealt with speedily and in confidence. Prior to initiating the Grievance
Procedure, the employee may, if appropriate:-
attempt to make clear to the
person(s) responsible for the unfair treatment that they regard the behaviour as
unacceptable; and
contact their co-ordinator or
the Managing Director to make known their complaint and seek advice. This
informal approach will be dealt with in total confidence, and the employee will
not be obliged to take the complaint further. Where appropriate, support and
counselling may be provided either internally or externally, if appropriate.
If the complaint is not resolved
informally, or if the unfair treatment resumes or continues, a complaint may be
raised under the Grievance Procedure. Employees should note that:-
where the Grievance Procedure is
used, they will be invited to be accompanied to any meeting by a colleague
and/or union official or outside friend if they wish;
discussions and investigations
into complaints of unfair treatment will be handled with sensitivity and in
confidence, with due regard for the rights of both the employee who feels that
they have been unfairly treated and the person(s) against whom the complaint has
been made;
if the Company's investigation
reveals that a complaint is valid, prompt action will be taken to stop the
unfair treatment and prevent a recurrence. Such action will not be to the
detriment of the employee who has been the subject of the unfair treatment;
it is both unacceptable to us
and illegal to victimise anyone who has made allegations of discrimination.
Breaches of this policy will be dealt with through the Disciplinary Procedure.
Harassment
The Company will view any allegations of
harassment very seriously and ensure that our workplace is free from
intimidation. Breaches of this policy will be dealt with through the
Disciplinary Procedure.
Forms of harassment may include
physical contact ranging from unwanted touching to serious assault; verbal and
written harassment through jokes, offensive language, gossip and slander,
sectarian songs and letters, visual display of pictures, posters, graffiti and
obscene gestures, isolation or non co-operation at work and exclusion from
social activities, coercion ranging from pressure for sexual favours to pressure
to participate in political/religious groups, intrusion by pestering, spying or
being followed.
Pressure to
Discriminate
It is unlawful to put pressure on others to
discriminate. We will view any allegations relating to employees instructing or
imposing pressure on other employees to discriminate very seriously. Breaches of
this policy will be dealt with through the Disciplinary Procedure.
