Equal Opportunity Policy
The aim of this policy is to communicate the commitment of the senior management to the promotion of
equality of opportunity in B&C Air Conditioning & Refrigeration. It is our policy to provide employment equality to all, irrespective
of:
• Gender, including gender reassignment • Marital or civil partnership status •
Having or not having dependants • Religious belief or political opinion • Race (including colour, nationality,
ethnic or national origins) • Disability • Sexual orientation •
Age.
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for
us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection,
promotion, training or any other benefit will be made objectively and without unlawful discrimination. We recognise that the provision
of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities
policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be
utilised fully to maximise the efficiency of the organisation.
The policy apply to: Job applicants and potential
applicants • Employees • Contract workers • Agency workers
Trainee
workers and students on work experience or placements • Volunteer workers • Former
employees
We are committed to:
• Promoting equality of opportunity for all persons
• Promoting a good and harmonious working environment
in which all persons are treated with respect
• Preventing occurrences of unlawful direct discrimination, indirect discrimination,
harassment and victimisation
• Fulfilling all our legal obligations under the equality legislation and associated codes of practice
•
Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy as misconduct
which could lead to disciplinary proceedings.
The senior management has specific responsibility for the effective implementation
of this policy, and we expect all employees to abide by the policy and help create the equality environment which is its objective.In order to implement this policy we shall:
• Communicate the policy to employees, job applicants and relevant others (such as contract
or agency workers)
• Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job
descriptions and work objectives of all staff
• Provide equality training and guidance as appropriate, including training on induction
and management courses.
• Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in
nondiscriminatory selection techniques
• Incorporate equal opportunities notices into general communications practices (eg, staff newsletters,
internet)
• Obtain commitments from other persons such as subcontractors etc that they too will comply with the policy in
their dealings with our organisation and our workforce
• Ensure that adequate resources are made available to fulfil the objectives
of the policy.
Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective
implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly and
action taken as necessary. For example, where monitoring identifies an under-representation of a particular
group or groups, we shall
develop an action plan to address the imbalance.
Complaints
Employees who believe that they have suffered any form of discrimination,
harassment or victimisation are entitled to raise the matter with the senior management. All complaints of discrimination will be
dealt with seriously, promptly and confidentially. In addition to our internal procedures, employees have the right to pursue complaints
of discrimination to an industrial tribunal or the Fair Employment Tribunal under the current anti-discrimination legislation. However,
employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance
procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of
victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may
warrant dismissal.