Aquamain (UK) Ltd understands the importance of adopting a Diversity and Equality Policy which encourages good practice. Therefore, as an equal opportunities employer, it opposes all forms of discrimination on the grounds of sex, marital status, sexual orientation, disability, colour, race, nationality, ethnic or national origin or age. Every possible step will be taken to ensure that employees are treated equally and fairly, and that decisions on such matters as selection, recruitment, promotion, career development and dispute resolution are based on objective and job-related criteria.
All employees have a responsibility for ensuring that the Company’s policy on equal opportunities is followed.
Diversity is defined as “valuing everyone as an individual – valuing people as employees, customers and clients”.
People are not all alike. Diversity consists of visible and non-visible factors, which include personal characteristics such as sex, race, age, background, culture, disability, personality and work-style. Harnessing these differences will create a productive environment in which everybody feels valued, their talents are fully utilised and organisational goals are met.
There is no single way of treating employees, as each one will have their own personal needs, values and beliefs.
Aquamain (UK) Ltd is committed to building an organisation that makes full use of the talents, skills and experience from different cultural perspectives available in a multi-ethnic society.
The Company will not tolerate discrimination against its employees. Discrimination can occur in three ways: -
“Direct discrimination” occurs where a person is treated less favourably on grounds of sex, marital status, sexual orientation, disability, colour, race, nationality, ethnic or national origin or age.
“Indirect discrimination” occurs where a requirement or condition is applied equally to all persons but the effect of such a requirement or condition is detrimental because only a small proportion of persons of a particular group can comply with it and it cannot otherwise be shown to be justifiable.
“Failure to make reasonable adjustments” to any arrangements made by or on behalf of the Company or any physical feature of premises occupied by the Company which place a disabled person at a substantial disadvantage can also amount to discrimination where it cannot be shown to be justifiable.
The Directors have overall responsibility for ensuring that this policy is implemented and that it is clearly communicated to all employees.
It is the responsibility of every Manager to actively promote equality of opportunity. Managers have a personal duty not to discriminate against other employees and should also make it clear to all employees that the Company will not tolerate discrimination and that any discrimination will be treated as a disciplinary matter. Managers are responsible for ensuring that employees are aware of this policy and that it is adhered to in their department. Failure to meet the responsibilities under this policy will be regarded as a disciplinary offence.
Employees have a duty not to discriminate against other employees. Discrimination by an employee will be regarded as a disciplinary offence and will be dealt with under the Company’s Disciplinary Procedures.
Recruitment literature, including but not limited to, advertisements, job descriptions and application forms will include a statement that the Company is an equal opportunities employer.
Training opportunities will not be restricted to exclude certain groups of people. Selection for training will be made on objective criteria and shall be provided to enable employees to perform their jobs effectively. Employees involved in management, recruitment and interviewing will be given appropriate training by the Company.
All employees will be encouraged to discuss their career prospects with their line manager. Selection criteria for promotion will be objective and relate to the job requirements.
The Company will not discriminate on the basis of sex, marital status, sexual orientation, colour, race, nationality, ethnic or national origin, religion, disability or age in the provision of benefits, facilities and services for an employee.
No one should be victimised as a result of making a complaint. If you make a complaint or assist in an investigation of discrimination of any kind you should not be victimised or discriminated against for so doing. An employee who retaliates against another for complaining about discrimination or assisting in dealing with a complaint will be disciplined.
Harassment is a form of discrimination. It describes the behaviour of one person, which another person finds unacceptable or unwelcome. It can affect the confidence, morale, performance and even the health of the person being harassed.
As a form of discrimination, it may also be unlawful and we view it as a very serious issue. Harassment is deemed by the Company as gross misconduct and any offender would be dealt with under the Company’s Disciplinary Procedure up to and including dismissal.
It may be helpful to give some examples of harassment but, of course, this list is not exhaustive:
• Name calling, abusive language, mockery and jokes. This can be bullying or intimidation of a general nature, or can be specifically targeted at someone’s sex, sexual orientation, religion, beliefs, racial origin, age or disability.
• Unfair allocation of work or responsibilities.
• Unwelcome sexual attention, such as suggestive or over-familiar behaviour.
• Intrusive or persistent questioning about a person’s racial origin, culture, beliefs, religion or age.
• The display or circulation of sexually suggestive or racially offensive material.
All allegations of discrimination and harassment will be treated seriously, promptly and confidentially. Any complaints should be made through the Company’s Grievance Procedure.
Discrimination and harassment by any employee will be regarded as a disciplinary offence and will be dealt with under the Company’s Disciplinary Procedures. The range of disciplinary action available to the Company extends from a verbal warning to summary dismissal, depending on the seriousness of the offence. Serious discrimination will constitute gross misconduct.
Reference to the singular shall include the plural and vice versa and reference to the masculine shall include the feminine and vice versa.
The Company will monitor this policy and personnel procedures on a regular basis to assess their effectiveness and to ensure that there is no unlawful discrimination.