Equal opportunities and diversity policy
Introduction
water2business is committed to providing equal opportunities in employment, to promote diversity and avoid unlawful discrimination to ensure that everyone is treated fairly and equally irrespective of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as ‘protected characteristics’. This policy is intended to help us to put this commitment into practice.
We will also strive to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect which is an important aspect of ensuring equal opportunities and diversity in employment.
Aims and objectives
The aim of this policy is to promote equality and diversity for all employees, full-time, part-time, temporary, those engaged on fixed-term contracts, apprentices, applicants for jobs and ex-employees, to ensure that all employment practices operate on the basis of the appropriate merits, qualifications, abilities and potential of individuals.
The objectives of this equal opportunity policy are to ensure:
- that we foster an atmosphere of diversity and mutual respect which recognises and accepts differences within water2business
- that no employee or job applicant receives less or more favourable treatment than another on the grounds of those outlined in paragraph one. To this end, water2business will ensure that reasonable adjustments are made to reduce or remove any substantial disadvantage to employees or applicants that are disabled.
- that no applicant or employee be placed at a disadvantage by requirements or conditions which have disproportionately adverse effect on the grounds outlined in paragraph one, which cannot be shown to be justifiable on other grounds
- that any qualifications or requirements applied to a job which effectively restrict to applicants of one sex, or to single people, or to a specific age group should be kept only if they are justifiable in terms of the job to be done
- that person and job specifications will be limited to those requirements that are necessary for the effective performance of the job
- that candidates for employment or promotion will be assessed objectively against the requirements for the job taking into account any reasonable adjustments that may be required, that were appropriate and permissible under legislation
Responsibilities
The responsibility of water2business as an employer:
water2business has a legal obligation to ensure that it and its employees do not discriminate on the above aforementioned grounds and that it's equal opportunity and diversity policy is effectively monitored to ensure that there is no unlawful discrimination and that equal opportunity is genuinely available.
The responsibility of individual employees:
Whilst the overall responsibility for ensuring that there is no unlawful discrimination in the workplace rests mainly with water2business, individual employees at all levels also have duties to their employer and to their fellow employees.
In particular, individual employees:
- should co-operate with measures introduced by management to ensure equal opportunity and non-discrimination
- should treat all colleagues in a fair and non-discriminatory way, respecting cultural differences
- should not themselves discriminate e.g. as supervisors or management or as persons responsible for selection decisions in recruitment, promotion, transfer, training etc
- should not induce or attempt to induce other employees or management to practice unlawful discrimination
- should not victimise or attempt to victimise individuals on the grounds that they have made complaints or provided information on discrimination
- should not harass, abuse or intimidate others for any reason, for example in attempts to discourage them from continuing their employment
- should inform management if they feel that any form of discrimination has taken place.
Managers and supervisors in particular should note the following employment practices:
Employment practices
Vacancy advertising - Advertising and recruitment practices will conform to this policy in order to ensure the widest possible response to all vacancies within water2business.
Recruitment and Selection - Selection criteria and procedures will be kept under review to ensure that individuals are selected on the basis of their relevant merits and abilities. Applications from disabled persons who have the necessary attributes for a post are guaranteed an interview.
All positions (except those subject to legal exemption e.g. genuine occupational requirements) will be open to all members of disadvantaged groups. Criteria and procedure will be altered and reviewed to ensure that individuals are selected on their relevant merits and abilities.
There will be no ceiling on the number of people from disadvantaged groups who may be employed in any section or department.
Reasons for selection and rejection of applicants must be recorded.
Positive action - training, promotion and conditions of service
water2business recognises the importance of training as a key element in the promotion of equal opportunities and diversity. Such training/guidance is viewed as particularly important for those involved in appraising the performance and potential of employees, identifying training needs and recruitment and selection procedures.
Under-represented groups will be encouraged to apply for training and employment opportunities with water2business. Wherever possible, efforts will be made to identify and remove unnecessary barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or under-represented groups.
water2business will ensure that terms and conditions of employment are applied fairly and consistently.
Monitoring and review
This policy will be monitored periodically by the organisation to judge its effectiveness and will be updated in accordance with changes in the law. In particular, the organisation will monitor the ethnic and gender composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will review its equal opportunities and diversity policy in accordance with the results shown by the monitoring. If changes are required, the organisation will implement them.
Information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the Data Protection Act 1998.