The aim of this policy is to communicate the commitment of Northern Employment Services Limited to the promotion of equality of opportunity within the organisation.

It is our policy to provide employment equality to all, irrespective of:

• Gender, marital or family status
• Colour, race, nationality, ethnic or national origins
• Disability
• Sexual orientation
• Religious belief
• Age
• Unrelated criminal conviction

We are opposed to all forms of unlawful and unfair discrimination. All full-time and part-time employees and job applicants (actual or potential), temporary or contract will be treated fairly. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.

We believe that people are our key resource and that Northern Employment Services Limited principles and values require us to pursue equality of opportunity in the workplace.

We are committed to:

• Preventing any form of unlawful direct or indirect discrimination or victimisation
• Promoting equal opportunities for women and men
• Promoting equal opportunities for people with disabilities
  Promoting equal opportunities for ethnic minorities
• Promoting equal opportunities without regard to age
• Considering ex-offenders on their merits, and considering their convictions only if relevant to the position in question
• Promoting a good and harmonious working environment where all men and women are treated with respect and dignity and in which no form of intimidation or harassment will be tolerated
• Fulfilling all legal obligations under the relevant legislation and associated Codes of Practice

Breaches of our Equal Opportunities Policy and practice will be regarded as misconduct and can lead to disciplinary action.

Implementation

The Directors and General Manager have specific responsibility for the effective implementation of this policy. We expect all of our employees to abide by the policy and help create the equality environment that is its objective.

In order to implement this policy, we will ensure that:

• The policy is communicated to all employees through induction and on-going training, team briefings, display on notice boards, employee Terms and Conditions of Employment and made known to all job applicants.
• Appropriate training for all those involved in assessing candidates for recruitment or promotion. This will include being trained in non-discriminatory recruitment and selection techniques.
• An information system is established to assist the effective implementation of this policy and guidelines drafted for assessing the provision of equality opportunity.

Affirmative/Positive Action

Where appropriate, lawful positive action measures such as special encouragement in advertisements or special training will be developed.

Monitoring and Review

The provision of equality of opportunity will be monitored through the collection and analysis of statistical data on the composition of the workforce and job applicants.

Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter with the General Manager or one of the Directors. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

Definitions:

Direct Discrimination

Direct discrimination in the context of equal opportunities consists of treating a person less favourably than others are, or would be treated in the same or similar circumstances, on the basis of that individual's gender, marital status, ethnic origin, race, colour, nationality, sexual orientation, age, religion or disability.

In the recruitment of staff, direct discrimination would occur if Northern Employment Services Limited used an advert which refers in its entirety to just "he" or just "she".

Indirect Discrimination

Indirect discrimination occurs where a requirement or condition is applied irrespective of race or sex, but which is such that the proportion of people of the same racial group or sex as the complainant who can comply with it is considerably smaller than the proportion of people not of that racial group or sex who can comply with it; and which is not justifiable; and which is to the detriment of the complainant.

To establish a claim of indirect discrimination at Tribunal, an applicant has to satisfy all of these criteria.

Disability Discrimination

Disability discrimination occurs if for a reason which relates to the disabled person's disability, an employer treats him or her less favourably than the employer treats or would treat others to whom that reason does not or would not apply, and the employer cannot show that the treatment in question is justified.

Victimisation

Victimisation becomes unlawful discrimination where an employer treats a person (the victim) less favourably than he treats or would treat other persons in circumstances where the employer knows, believes or suspects that the victim has or intends to bring proceedings under the Race Relations, Sex Discrimination or Disability Discrimination Acts; give evidence or information in connection with any proceedings brought under the Acts otherwise do anything by reference to the Acts whether in relation to the employer or someone else; make allegations that the employer or any other person has committed an act which contravenes any of the Acts:

• Titles of Main Legislation and Codes of Practice
• Equal Pay Act 1970
• Rehabilitation of Offenders Act 1974
• Sex Discrimination Act 1975
• Race Relations Act 1976
• Disability Discrimination Act 1995

Codes of Practice

• CRE Code of Practice for the elimination of racial discrimination and the promotion of equality of opportunity in employment.
• EOC Code of Practice on sex discrimination: Equal Opportunity policies, procedures and practices in employment.
• EOC Code of Practice on Equal Pay
• DfEE Disability Discrimination Act: Code of Practice
• DfEE Guidance on matters to be taken into account in determining questions relating to the definition of disability
• DfEE Code of Practice on age diversity in employment.