Equal Opportunities Policy
Social Regeneration Consultants Limited aims to be an equal opportunity Employer and has a policy for this purpose.
This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment.
All employees should be given equal opportunities irrespective of their sex, marital status, race, religion, colour, age, disability, sexual orientation, ethnic origin and parental responsibilities.
The sole criterion for selection or promotion in the company is the suitability of any applicant for the job. Out equal opportunities policy aims to ensure that:
| • | no job applicant or employee receives less favourable treatment than another on the grounds of their sex, marital status, race, religion, colour, age, disability, sexual orientation, ethnic origin and parental responsibilities |
| • | where appropriate, and where permissible under the Race Relations Act, employees of underrepresented racial groups are given training and encouragement to achieve equal opportunity within the organisation |
| • | assessment criteria used in recruitment and promotion will be regularly examined to ensure that they are not unlawfully discriminatory |
In order to ensure that an equal opportunity policy is fully effective the directors will take overall responsibility of the policy and will discuss, where appropriate, the policy’s contents and implementation with employees. They will also:
| • | ensure that all job vacancy advertising clearly indicates that SRC is an equal opportunities employer. Care will also be taken to ensure that advertisements are not confined, unjustifiably, to those areas or publications which would exclude or disproportionately reduce the numbers of applicants of a particular racial or other potentially discriminated group |
| • | ensure that the policy is known to all employees via their contract of employment and to all applicants by way of inclusion in any applicant information pack |
| • | providing training and guidance for supervisory staff and other relevant decision makers to ensure that they understand their position in law and under company policy |
| • | examine and regularly review existing procedures and criteria and changing them where they find that they are actually or potentially unlawfully discriminatory |
| • | any form of racial abuse will not be tolerated by the company and incidences of alleged racial victimization or harassment are disciplinary offences and will be dealt with directly by the SRC directors |
| • | to ensure that this policy is operating effectively (and for no other purpose) SRC will maintain records of employees’ and applicants’ racial origins, gender and disability. There will be ongoing monitoring of such records and they will provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity |