The company will not discriminate on the grounds of sex, race, disability, age, religious belief or sexual orientation nor on the grounds of employment status such as those working part time or under temporary contracts.

The policy applies to the advertisement of jobs, recruitment and appointment to them, training, conditions of work, pay and to every other aspect of employment. Staff involved in recruitment in particular should request training if they have any doubt about the application of this policy.

Employees should note that the imposition of a condition or requirement which has an adverse impact on someone or, because of his or her sex, race, age, disability status, religious beliefs, sexual orientation or employment status is more likely to be deemed unlawful, unless it can be strongly justified on the grounds of business need. (Eg a height requirement of 5’ 10” will eliminate some men, but proportionately more women and would therefore be deemed indirectly discriminatory and therefore unlawful). In all such situations the HR department should be consulted.

Prospective and current employees who are disabled or become disabled in the course of their employment should inform, and may also wish to advise, the company of any “reasonable adjustments” to their employment or working conditions which they consider to be necessary or which they consider would assist them in the performance of their duties. Careful consideration will be given to any proposals of this nature in conjunction with expert medical opinion as necessary and, where reasonable, such adjustments will be made. It must be understood however that there may be circumstances where it will not be reasonable for the company to accommodate such proposals. Any member of staff may use the grievance procedure to complain about discriminatory conduct. If the matter relates to sexual or racial harassment or harassment on the grounds of disability, religious belief, sexual orientation or employment status then the grievance may be raised directly with a member of the HR Team. The company is concerned to ensure that staff feel able to raise such grievances and that no individual will be penalised for raising such a grievance provided it is raised in good faith.

Any employee who harasses any other employee in any way and especially on the grounds of race, sex, age, disability, religious belief, sexual orientation or employment status will be subject to the company’s disciplinary procedure. In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, in the absence of mitigating circumstances, will result in summary dismissal.