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Policy Statement |
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CAIP is committed to achieving a working
environment which provides equality of opportunity and
freedom from unlawful discrimination on the grounds of race,
colour, nationality, ethnic origin, gender, marital status,
disability, religious beliefs, age or sexual orientation.
This Policy aims to remove unfair and discriminatory
practices within the Company and to encourage full
contribution from its diverse community. CAIP
is committed to actively opposing all forms of
discrimination. |
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CAIP also aims to provide a service that does not
discriminate against its clients and customers in the means
by which they can access the services and goods supplied by
the Company. CAIP believes that all employees
and clients are entitled to be treated with respect and
dignity. |
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Objectives of this Policy |
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- To reduce, stop and prevent all forms of unlawful
discrimination.
- To ensure that recruitment, promotion, training,
development, assessment, redundancy and service provision
are determined on the basis of capability, qualifications,
experience, skills and productivity.
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Designated Officer |
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Name: Alistair McAuley |
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Position: Director |
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Tel: +44 (0) 1925 741810 |
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Definition of Discrimination |
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Discrimination is unequal or differential treatment which
leads to one person being treated more or less favourably
than others are, or would be, treated in the same or similar
circumstances on the grounds of race, colour, nationality,
ethnic origin, gender, marital status, disability, religion,
age, sexual orientation. Discrimination may be direct
or indirect. |
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Types of Discrimination |
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Direct Discrimination |
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This occurs when a person or a policy intentionally treats a
person less favourably than another on the grounds of
colour, nationality, ethnic origin, gender, marital status,
disability, religion, age, or sexual orientation. |
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Indirect Discrimination |
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This is the application of a policy, criterion or practice
to a person which the employer would apply to others but
which is such that: |
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- It is it detrimental to a considerably larger
proportion of people from the group that the person the
employer is applying it to represents.
- The employer cannot justify the need for the application
of the policy on a neutral basis.
- The person to whom the employer is applying it suffers
detriment from the application of the policy.
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Example: A requirement that all employees must be 6ft
tall would indirectly discriminate against employees with an
oriental ethnic origin, as they are less likely to be able
to fulfil this requirement if that requirement is not
justified by the position. |
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Unlawful Reasons for Discrimination |
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Gender & Marital Status |
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It is not
permissible to treat a person less favourably on the grounds
of their gender or the fact they are married. This applies
to both men and women. Sexual harassment of men and women
can be found to constitute sex discrimination. For example,
asking a woman during an interview if she is planning to
have any (more) children constitutes discrimination on the
ground of gender. |
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Age |
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It is not permissible to treat a person less favourably
because of their age. This applies to people of all
ages. This does not currently apply to the calculation
of redundancy payments. |
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Disability |
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It is not permissible to treat a disabled person less
favourably than a non-disabled person. Reasonable
adjustments must be made to give the disabled person as much
access to the service and ability to be employed, trained,
or promoted as a non-disabled person. |
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Race, Colour, Nationality & Ethnic Origin |
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It is not permissible to treat a person less favourably
because of their race, the colour of their skin, their
nationality or their ethnic origin. |
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Sexual Orientation |
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It is not permissible to treat a person less favourably
because of their sexual orientation. For example, an
employer cannot refuse to employ a person because s/he is
homosexual, or transsexual. |
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Religion or Belief |
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It is not permissible to treat a person less favourably
because of their religious beliefs or their religion. |
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Reasonable Adjustments |
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CAIP has a duty to make reasonable adjustments to
facilitate the employment of a disabled person. These
may include: |
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- Making adjustments to premises.
- Re-allocating some or all of a disabled employee's
duties.
- Transferring a disabled employee to a role better
suited to their disability.
- Relocating a disabled employee to a more suitable
office.
- Giving a disabled employee time off work for medical
treatment or rehabilitation.
- Providing training or mentoring for a disabled
employee.
- Supplying or modifying equipment, instruction and
training manuals for disabled employees.
- Any other adjustments that the Company considers
reasonable and necessary provided such adjustments are
within the financial means of the Company.
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If an employee has a disability and feels that any such
adjustments could be made by the Company, they should
contact the Designated Officer. |
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Responsibility for the Implementation of this Policy |
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The co-operation of all employees is essential for the
success of this Policy. However, the ultimate
responsibility for achieving the objectives of this Policy,
and for ensuring compliance with relevant Legislation and
Codes of Practice, lies with the Company. Senior
employees are expected to follow this Policy and ensure that
all employees, subcontractors and agents do the same. |
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All employees, subcontractors and agents of the Company are
required to act in a way that does not subject any other
employees or clients to direct or indirect discrimination on
the grounds of race, colour, nationality, ethnic origin,
gender, marital status, disability, religion, age or sexual
orientation. |
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Employees may be held independently and individually liable
for their discriminatory acts by an Employment Tribunal and
ordered to pay compensation to the person who has suffered
as a result of discriminatory acts. |
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Acting on Discriminatory Behaviour |
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In the event that an employee is the subject or perpetrator
of, or witness to, discriminatory behaviour, please refer to
the company handbook. |
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Advice & Support on Discrimination |
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Employees may contact their employee or trade union
representative if access to such an individual is possible. |
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Other contacts include: |
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Equality and Human Rights Commission |
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Arndale House
The Arndale Centre
Manchester
M4 3AQ |
3 More London
Riverside Tooley Street
London
SE1 2RG |
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3rd Floor, 3 Callaghan Square
Cardiff
CF10 5BT |
The Optima Building
58 Robertson Street
Glasgow
G2 8DU |
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Tel: 0845 604 6610 (England)
Tel: 0845 604 8810 (Wales)
Tel: 0845 604 5510 (Scotland) |
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Website:
www.equalityhumanrights.com |
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Citizens Advice Bureau |
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Myddleton House
115-123 Pentonville Road
London
N1 9LZ |
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Website:
www.citizensadvice.org.uk |
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Community Legal Services Direct |
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Tel: 0845 345 4345 |
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Website:
www.clsdirect.org.uk |
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The Extent of the Policy |
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CAIP seeks to apply this Policy in the recruitment,
selection, training, appraisal, development and promotion of
all employees. CAIP seeks to ensure that all
sub-contractors and agents act in accordance with this
Policy. CAIP accepts no liability for the
actions of sub-contractors and agents. CAIP offers
goods and services in a fashion that complies with the
spirit of this Policy. |
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This Policy does not form a part of any employment contract
with any employee and its contents are not to be regarded by
any person as implied, collateral or express terms to any
contract made with the Company. |
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CAIP reserves the right to amend and update this
Policy at any time. |
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Other Policies |
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