Equality and Diversity

Policy Statement

The concept of Equal Opportunities promotes the fair treatment of all people. Equality and Diversity takes this concept further. It is about promoting equality by valuing everyone as individuals and respecting their differences.

These differences may be obvious and easily visible such as race, disability or age. However, they may also be not so obvious and visible like culture, religion or sexuality. Therefore it is essential that we treat everyone with respect and dignity.

In addition to fulfilling our statutory responsibility to promote equality of opportunity in all our activities we are committed to developing an organisational culture which values everyone and the contribution each individual can make to our work.

The Casey Group of Companies is committed to promoting Equality and Diversity in the workplace

Aims

The Company aims to provide:

• Equality for all
• A work place where people are treated with dignity and respect
• Active opposition to all forms of prejudice, discrimination and harassment whether on the grounds of gender, race, ethnic or national origin, sexuality, physical ability or mental health

Objectives

1. To develop positive policies and procedures to promote and monitor equality and diversity in employment opportunities and to prevent and deal effectively with discrimination and harassment
2. To foster an atmosphere of mutual respect which recognises and accepts differences between people
3. To understand how valuing diversity can improve our ability to deliver better services
4. To ensure that no employee or any person connected to the work of the employer, including contractors and clients, experiences unlawful discrimination
5. To ensure that no employee or job applicant receives less favourable treatment on the grounds outlined in this Policy
6. To ensure that no employee or job applicant is placed at a disadvantage by requirements or conditions which have a disproportionate adverse effect on them on the grounds outlined in this Policy
7. To establish a programme of action to make this policy fully effective
8. To promote these objectives within the communities in which we operate and with organisations and individuals with whom we come into contact

Policy Implementation

1. Joint Equal Opportunities Committee

The Casey Group of Companies will work jointly together to progress and monitor the implementation of this Policy in the joint Equal Opportunities Committee. The constitution of the Equal Opportunities Committee represents the Employer.

The Equal Opportunities Committee will review the operation of this Policy, associated procedures and practices on an annual basis.  This review will include an equality audit of recruitment, selection, training and promotion practices, trends in employees’ pay, grading, benefits, working time and other related matters.

Where practices and procedures do not meet the aims set out in this policy, the employer will agree a programme of action to make the necessary changes.

The Joint Equal Opportunities Committee will identify and promote all forms of equal opportunities awareness and anti-discrimination training needs for all employees, including specialist training required by members of the Equal Opportunities Committee itself.

2. Responsibility for the Policy

The Employer will designate responsibility to a senior manager for the adoption, implementation and monitoring of the policy including the work of the Equal Opportunities Committee.

The Employer will ensure that all employees with managerial and supervisory responsibility are aware of and trained in the requirements of this Policy and the role of the joint Equal Opportunities Committee.  As people responsible for decisions in recruitment, promotion, transfer and training, managers and supervisors have specific responsibilities to ensure that their decisions do not discriminate against employees or job applicants.  In particular, all managers and supervisors have responsibility to ensure that any discrimination or harassment reported to them is dealt with promptly in a sympathetic and fair way.

All employees will be made aware of this Policy and have responsibility to respect and act in accordance with the policy.  All colleagues are required to be treated and to treat others with respect and to be committed to creating a fair, non discriminatory working environment where people have dignity and are recognised as individuals.  Individual employees have responsibility to assist the joint Equal Opportunities Committee in its aims and objectives and to monitor and improve equal opportunities for all.

3. Employment Practice

3.1 Advertising

Advertising and recruitment practices will be designed to ensure that policies on Equal Opportunities are effectively implemented.  All job advertisements, both internal and external, shall include the statement that the employer is ‘committed to promoting equality and diversity in the workplace’

In order to avoid indirect discrimination, to encourage applicants from under-represented sections of the community, and to ensure the widest possible response to all vacancies, the employer shall not confine the recruitment to methods, areas or media sources which provide only or mainly applicants from particular sections of the population.

3.2 Recruitment, Selection and Promotion

Recruitment, Selection and Promotion criteria and procedures will be kept under review to ensure that individuals are recruited, selected and promoted on the basis of their relevant merits and abilities.  Equal opportunities will be provided to all employees and, where appropriate positive action training to progress within the organisation.  All positions (except those subject to legal exemption e.g. genuine occupational qualifications) will be equally open to all members of under-represented sections of the community.

All staff involved in the interviewing, selection and promotion of employees and job applicants shall be trained in interviewing skills and their responsibilities in this Equality and Diversity Policy and legally under the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion or Belief) Regulations 2003; Employment Equality (Sexual Orientation) Regulations 2003; Employment Equality (Age) Regulations 2006, Equality Act 2006 Part 2, Equality Act (Sexual Orientation) Regulations 2007, Equality Act 2010 and, where applicable, amended documents and Codes of Practice.

All applicants should be given a job description and a person specification.

3.3 Part-time Workers, Job Share and Working Time

The Employer supports the policy of equality for part-time employees in terms of pay and other terms and conditions on a pro-rata basis where appropriate.  Job share applicants will be encouraged to apply for training and promotion on an equal basis.

3.4 Caring Responsibilities

The Employer recognises that employment practices should acknowledge the demands of childcare and the care for other dependent people.

3.5 Training

Training will be provided without discrimination to enable staff to perform their jobs effectively.  Particular attention will be paid to ensure equal opportunities in training for part-time workers, job sharers, evening and night shift workers.

The Employer recognises the importance of employing people from under-represented sections of the community across all departments and at all levels, including senior management.  Positive action training as specified in law, including re-training for women, returners and disabled workers and to tackle under-representation of black and Asian ethnic minority people in certain areas is encouraged and supported to achieve equality of opportunity.

3.6 Terms and Conditions of Employment

The Employer will not discriminate on any grounds in determining terms and conditions of individuals or groups of employees.

3.7 Monitoring

The Senior Manager responsible for Equal Opportunities will have overall responsibility for monitoring.  This will be carried out in conjunction with the Joint Equal Opportunities Committee.  All aspects of personnel policies and procedures will be kept under joint review.

Monitoring will show whether individuals are being treated fairly in their application for selection, promotion, training and equal opportunities.  If unfair practices are revealed, they will be investigated.  If direct or indirect discrimination is found to occur, necessary steps will be taken to remedy the situation.

An annual audit will be carried out of:

• The numbers and proportion of employees and job applicants by grade and pay structure.
• Access to promotion, transfer and training.

This will record the decisions and reasons for those decisions by gender, ethnic origin, disability, age and religion.

The Employer will ensure that any information gathered for the purpose of monitoring will only be used for monitoring and will be protected from misuse.

3.8 Redress, Grievances and Victimisation

Any complaints of discrimination or harassment should be pursued through the grievance procedure.  In cases of harassment, complainants shall have the right to representation throughout the procedure.  It is recognised that an individual has the right to apply to a Tribunal for redress within 3 months of the date of discrimination and every effort shall be made to give due recognition to these time limits.  The aim of the Employer is to work towards a positive resolution through these procedures as far as possible.

Acts of discrimination, harassment and victimisation and deliberate actions against this Policy will be viewed seriously and treated as matters for disciplinary action, which will be pursued through the disciplinary procedure.

4. Definitions of Discrimination

4.1 Direct Discrimination

Direct discrimination occurs when a person or group of people is treated less favourably than another in the same or similar circumstances on the grounds of their gender, race, ethnic or national origin, religion, colour, creed, class, caring responsibilities, marital status, sexuality, physical ability or mental health.

4.2 Victimisation

Victimisation is a form of discrimination which can affect both people who experience discrimination and those who are prepared to support them.  It occurs when a person is treated unfairly due to raising a complaint or giving evidence about discrimination taking place against them or another person.

4.3 Harassment and Bullying

Workplace harassment is regarded as any conduct related to sex; race; colour; disability; sexual orientation or any other personal characteristic that is unwanted by the recipient.  Harassment can include unwelcome physical, verbal or non-verbal conduct, and may be persistent or an isolated incident and may be directed towards one or more individuals.  The source of harassment may be a single work colleague or several colleagues, a supervisor or manager, a contractor or a client / member of the public.

Bullying can be defined as persistent, offensive, abusive, intimidating, malicious or insulting behaviour or unfair penal sanctions which make the recipient feel upset, threatened, humiliated or vulnerable which undermines self confidence and which may cause suffering and stress.

4.4   Sex Discrimination

Sex discrimination is unlawful. It occurs when an employer treats someone less favourably on the grounds of their gender or marital status in terms of e.g. offers of employment, training, promotion or dismissal.

Indirect discrimination against women has been proved in less favourable treatment of part-time workers, age limits and changes in hours which do not recognise caring responsibilities.

Sexual Harassment is unlawful sex discrimination.

Equal Pay law entitles women to equal pay with men (and vice versa) if they do the same or broadly similar work, if their jobs are rated equivalent under a valid job evaluation scheme, or if their work is of equal value when compared in terms of the demands made on the employee by the job.

4.5 Race Discrimination

Race discrimination is unlawful. It occurs when an employer treats someone less favourably on racial grounds which covers discrimination on grounds of colour, race, nationality, ethnic or nation origin in terms of recruitment, pay (including bonus and shift premium), terms and conditions e.g. holidays, training, promotion or dismissal.  Indirect discrimination against black and ethnic minority workers has been proved in less favourable treatment of night shift workers, dress codes / uniform and qualification requirements.

Racial Harassment is unlawful race discrimination.

4.6 Religious or Belief Discrimination

Religious or Belief discrimination on racial grounds is unlawful if the employer lays down a requirement which has a disproportionate adverse effect on particular racial groups due to their religious beliefs or needs, for example religious holidays or praying time, and this requirement cannot be shown to be justifiable.

4.7 Disability Discrimination

Disability discrimination is unlawful in relation to employment, employment practices and premises, including selection arrangement, recruitment, promotion, training terms of employment, benefits and working conditions.  Disability discrimination includes discrimination against someone because of a physical or mental impairment.

Employers also have a duty to make reasonable adjustments to help overcome practical difficulties that disabled people may face, including adjusting premises, altering working hours, providing training, a reader or interpreter, acquiring or modifying equipment, or allowing absence during working hours for rehabilitation, assessment or treatment.

Harassment on grounds of disability is unlawful disability discrimination.

4.8 Age Discrimination

The Code of Practice on Age Diversity in Employment covers recruitment, selection, promotion, training, redundancy and retirement and encourages employers to eradicate age discrimination and create a flexible and motivated workforce.

4.9 Discrimination on the grounds of Sexual Orientation

Discrimination against a lesbian, gay man, gender reassignment or bisexual person on the grounds of their Sexual orientation can be direct or indirect and occurs when criteria for receiving pensions, travel passes and other concessions to spouses or partners do not include same sex partners.

Harassment on grounds of Sexual Orientation and Homophobia is not only unlawful, it can prevent an employee from being open about their sexuality at work.

This Policy will be brought to the notice of all new and existing employees and will be widely circulated throughout the workplace to raise awareness, prevent discrimination and to promote a working environment of respect and dignity for all.

Policy Review

This policy is reviewed annually by the Group Directors and was last reviewed in November 2011.