41.1 We do not discriminate against staff or visitors, clients and suppliers on the basis of their gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age (“the protected characteristics”). The principle of non- discrimination and equality of opportunity applies equally to the treatment of former staff, visitors, clients and suppliers by members of our current workforce.<
41.2 You have a duty to act in accordance with this policy, and therefore to treat clients, visitors, suppliers and your colleagues with dignity at all times, and not to discriminate against or harass anyone. In some situations, we may be at risk of being held responsible for the acts of individual members of staff and we will not tolerate any discriminatory practices or behaviour.
41.3 This policy applies to: recruitment and selection; training and development; opportunities for promotion; conditions of service, benefits, facilities and pay; health and safety; conduct at work; grievance and disciplinary procedures; and termination of employment, including redundancy.
41.4 This policy covers all individuals working at all levels and grades.
This policy does not form part of your Contract and may be amended at any time.
Forms of discrimination
41.5 Discrimination may be direct or indirect and it may occur intentionally or unintentionally.
41.6 Direct discrimination occurs where someone is put at a disadvantage for a reason related to one or more of the protected characteristics set out above.
41.7 Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of one or more of the protected characteristics set out above.
41.8 Discrimination also includes victimisation (less favourable treatment because of action taken to assert legal rights against discrimination or to assist a colleague in that regard) and harassment (which is dealt with under our Anti- harassment Policy).
Recruitment and selection
41.9 We aim to ensure that no job applicant receives less favourable treatment because of any of the protected characteristics listed above.
41.10 To ensure that this policy is operating effectively with respect to recruitment we may monitor applicant’s racial origins, gender, disability, sexual orientation, religion and age as part of the recruitment procedure. We may also maintain records of this data in an anonymised format solely for the purposes stated in this policy.
Staff training and promotion and conditions of service
41.11 Staff training needs will be identified through staff appraisals. Staff will be given appropriate access to training to enable them to progress and promotion decisions will be made on the basis of merit.
41.12 Where appropriate, steps will be taken to identify and remove unnecessary or unjustifiable barriers and to provide appropriate facilities and conditions of service to meet the special needs of disadvantaged or underrepresented groups.
41.13 Our conditions of service, benefits and facilities are reviewed to ensure that they are available to all staff who should have access to them.
41.14 If you are disabled, or become disabled, you are encouraged to tell us about your condition. This is to enable us to support you as much as possible. You may also wish to advise us of any reasonable adjustments to your working conditions or the duties of your job which you consider to be necessary, or which would assist you in the performance of your duties. We may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and if possible they will be accommodated where reasonable and proportionate to the needs of your job.
Fixed-term employees and agency workers
41.15 We monitor our use of fixed-term employees and agency workers, and their conditions of service, to ensure that they are being offered appropriate access to benefits, training, promotion and permanent employment opportunities. We will, where relevant, monitor their progress to ensure that they are offered access to permanent vacancies.
41.16 Part-time workers will be offered appropriate access to benefits, training and promotion opportunities. We will ensure requests to alter working hours are dealt with appropriately.
Breaches of the policy
41.17 If you are an employee and you believe that you have been discriminated against you are encouraged to raise the matter through our Grievance Procedure. If you believe that you have been subject to harassment you are encouraged to raise the matter through our Anti-harassment Policy.
41.18 Allegations regarding potential breaches of this policy may be treated in confidence and investigated in accordance with the relevant procedure. If you make such allegations in good faith you will not be victimised or treated less favourably as a result. False allegations which are found to have been made maliciously or in bad faith may, however, be dealt with under our Disciplinary Procedure, if you are an employee.
41.19 Any employee who is found to have committed acts of discrimination or harassment may face disciplinary action, which could result in dismissal for gross misconduct. We reserve the right to terminate our contractual relationship with other workers if they breach this policy.<.p>