Equal Opportunities Policy - Template, Sample Form Pro · UK-law

________

EQUAL OPPORTUNITIES POLICY

DATED:

________

§ 1. Purpose of this Policy

1.1 This policy is adopted by ________, a company registered in England and Wales under company number ________ whose registered office is at ________ ("we", "our", "us"), in order to set out in writing our approach to equal opportunities and our commitment to preventing unlawful discrimination in the workplace.

1.2 We are committed to:

(a) encouraging and ensuring equality, diversity and inclusion in the workplace;

(b) avoiding unlawful and unfair discrimination within our workforce, in accordance with the Equality Act 2010;

(c) promoting equal opportunities for all;

(d) creating a working environment which values and celebrates diversity; and

(e) operating systems for recruitment, promotion, reward and development that are based on merit.

§ 2. Scope and Status of this Policy

2.1 This policy applies to all individuals working for us at all levels and grades, including:

(a) employees;

(b) workers;

(c) volunteers;

(d) agency workers;

(e) contractors;

(f) consultants;

(g) directors and officers,

(together, "staff members").

2.2 This policy does not form part of any contract of employment or any other contract for work or services and we may amend it at any time.

2.3 We will inform and consult with all staff members about the contents of this policy and any material changes to it.

§ 3. Responsibilities

3.1 Overall responsibility for the effective operation of this policy and for ensuring our compliance with the Equality Act 2010 rests with ________ (the "Responsible Person"), who holds the position of ________.

3.2 Staff members may be required to undertake equal opportunities training from time to time. Staff members with responsibility for recruitment, the management of terms of employment, or the management of other staff members will be required to undertake more detailed training.

3.3 Such training will be compulsory. All staff members are responsible for their own conduct and for implementing and upholding the principles set out in this policy.

§ 4. Equality Statement

4.1 In order to achieve the aims of this policy, we undertake that we shall not unlawfully discriminate against, victimise or harass any staff member, prospective staff member, or any other person because of any of the protected characteristics defined under the Equality Act 2010, namely:

(a) age;

(b) disability;

(c) gender reassignment;

(d) marriage and civil partnership;

(e) pregnancy and maternity;

(f) race (including colour, nationality and ethnic or national origin);

(g) religion or belief;

(h) sex; and

(i) sexual orientation.

4.2 We also commit that we will not discriminate against, harass or victimise any staff member or other person because of their:

(a) part-time, full-time, fixed-term or temporary status as a worker;

(b) socio-economic background;

(c) membership or non-membership of a trade union; or

(d) responsibilities as a carer.

§ 5. Discrimination, Harassment and Victimisation

5.1 For the purposes of this policy, the following forms of prohibited conduct are defined in accordance with the Equality Act 2010.

5.2 Direct discrimination

Direct discrimination occurs where a person treats another less favourably than they treat or would treat others because of a protected characteristic. Examples include:

(a) paying a person less because of their sex;

(b) refusing a promotion because of a person's sexual orientation; or

(c) rejecting a job candidate solely on the basis of their religion.

5.3 Indirect discrimination

Indirect discrimination occurs where a provision, criterion or practice is applied generally but puts persons sharing a protected characteristic at a particular disadvantage, and it cannot be shown to be a proportionate means of achieving a legitimate aim. Examples include:

(a) introducing a dress code or uniform which conflicts with the religious dress observed by a staff member or group of staff members; or

(b) requiring all employees to work evenings and weekends, which may disadvantage those with caring responsibilities.

5.4 Harassment

Harassment occurs where a person engages in unwanted conduct related to a relevant protected characteristic which has the purpose or effect of:

(a) violating another person's dignity; or

(b) creating an intimidating, hostile, degrading, humiliating or offensive environment for that person.

Harassment may be of a sexual nature, and may also include less favourable treatment of a person because they have rejected or submitted to such conduct. Examples include:

(a) repeated derogatory comments about a colleague's age which cause them to feel intimidated; or

(b) repeated use of offensive and racist names towards a colleague which cause them to feel degraded and humiliated.

5.5 Victimisation

Victimisation occurs where a person is subjected to a detriment because they have done, or are believed to have done or may do, a protected act. Protected acts include where the person has:

(a) brought proceedings under the Equality Act 2010;

(b) given evidence or information in connection with such proceedings;

(c) done any other thing for the purposes of or in connection with the Equality Act 2010; or

(d) made an allegation that another person has contravened the Equality Act 2010.

Examples include:

(a) a staff member (B) providing a witness statement in support of a colleague's (A) complaint about a senior manager, and then being treated unfairly by that manager as a result; or

(b) a staff member raising a complaint of discrimination against their supervisor, who then treats them unfairly as a result.

5.6 Disability discrimination

Disability discrimination includes direct and indirect discrimination, and also includes unfavourable treatment of a person because of something arising in consequence of their disability which cannot be justified as a proportionate means of achieving a legitimate aim. It also includes any failure to comply with our duty to make reasonable adjustments.

5.7 Failure to make reasonable adjustments

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris.

Examples of reasonable adjustments may include:

(a) making adjustments to the premises, such as installing ramps or accessible facilities;

(b) allocating some of the disabled person's duties to another person;

(c) altering the disabled person's hours of working or training;

(d) acquiring or modifying equipment; or

(e) allowing the disabled person to be absent during working hours for rehabilitation, assessment or treatment.

§ 6. Positive Action

6.1 Where permitted under the Equality Act 2010, we may take lawful and proportionate positive action measures in order to address any disadvantage experienced by persons who share a particular protected characteristic, to meet the particular needs of such persons, or to increase their participation in an activity where their participation is disproportionately low.

§ 7. Recruitment and Selection

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem ipsum dolor sit amet consectetur adipiscing elit sed do.

7.2 Job advertisements shall avoid any wording which could be discriminatory and shall encourage applications from all suitably qualified and experienced persons. We will not ask about a candidate's health or disability before making a job offer, save in the limited circumstances permitted by section 60 of the Equality Act 2010.

§ 8. Application of this Policy

8.1 The employer

We undertake that we shall not discriminate against, harass or victimise any staff member (or other person) on any of the grounds set out in this policy. This applies in all circumstances, including (without limitation):

(a) any recruitment and selection process;

(b) the creation and review of terms and conditions of work;

(c) the determination of pay and benefits;

(d) the dismissal of any staff member;

(e) any redundancy process;

(f) any grievance process;

(g) any disciplinary process;

(h) the provision of training opportunities;

(i) the consideration or award of promotions and career development opportunities;

(j) the consideration of, and response to, requests for leave; and

(k) the consideration of requests for flexible working.

8.2 At regular intervals we shall review and, where necessary, reform our employment procedures and practices in order to safeguard fairness and to keep them in line with any relevant changes in the law.

8.3 Staff members

Staff members must not discriminate against, harass or victimise any other staff member or any other person in the course of their work with us. Staff members must also not discriminate against, harass or victimise any person when outside of work in any circumstance where they are representing us or wearing our uniform or insignia.

§ 9. Monitoring and Review

9.1 We shall monitor the operation and effectiveness of this policy on a regular basis and shall keep it under review to ensure that it continues to comply with all relevant legislation and reflects best practice.

9.2 Monitoring may include the collection and analysis of data relating to the protected characteristics of our staff members and applicants. Any such monitoring shall be carried out in accordance with the UK General Data Protection Regulation and the Data Protection Act 2018, and personal data will be processed only for the purposes set out in our privacy notice.

9.3 Any necessary amendments to this policy will be implemented and communicated to all staff members.

§ 10. Raising Concerns

10.1 In the first instance, any concern or allegation relating to equal opportunities, discrimination, harassment or victimisation should be reported to your direct supervisor or manager. If your complaint concerns your supervisor or manager, you should report it to the next most senior person, namely ________. Confidential advice may also be obtained from the Advisory, Conciliation and Arbitration Service (ACAS).

10.2 All complaints and concerns will be treated fairly and with the appropriate level of confidentiality. Any staff member who wishes to raise a concern may do so formally by raising a grievance in accordance with our grievance procedure.

10.3 Where an allegation of discrimination, harassment or victimisation is made against a staff member, we shall investigate the matter in accordance with our disciplinary procedure. Any staff member found to have engaged in such conduct will be subject to appropriate disciplinary sanctions. Serious cases may constitute gross misconduct and may result in summary dismissal.

10.4 Further details can be found in our grievance policy and disciplinary policy.

§ 11. Adoption

11.1 This Equal Opportunities Policy is fully endorsed by us at all levels of management and takes effect from the date stated above.

Signed for and on behalf of ________:

Signature: ________

Name: ________

Position: ________

Date: ________