1. Statement of Policy
The Directors of Coast Medic recognise that discrimination is unacceptable and although equality of opportunity has been long standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and if appropriate, disciplinary action.
The aim of the policy is to ensure no job applicant, current or former employee or worker whether full-time or part-time receives less favourable treatment either directly or indirectly on the grounds of their race, colour, nationality, ethnic or national origin, sex, marital status, gender reassignment, sexual orientation, religion or belief, disability or age.
2. Definitions
Direct Discrimination
Direct discrimination occurs when a person is treated less favourably than another on the grounds of their gender, marital status, sexual orientation, race, ethnic origin, disability, nationality, religious belief or age.
Indirect Discrimination
Indirect discrimination can occur when a provision, criterion or practice, which cannot be justified on grounds other than gender, marital status, sexual orientation, race, ethnic origin, nationality, religious belief or age is applied equally but has the effect in practice of disadvantaging a considerably higher proportion of persons in one or other of the groups listed above.
Disability Discrimination
Disability discrimination occurs when, for a reason related to his/her disability, a disabled person is treated less favourably than other people and this treatment cannot be justified. It also occurs when an employer fails to comply with the duty to make a reasonable adjustment.
Victimization
Victimization occurs when a person is treated less favourably than another because that person has, for example, asserted rights under any of the discrimination laws or has helped another person to assert such rights or given information to the relevant statutory body, or because it suspected that the person might do any of these things.
Harassment
Harassment occurs where on the grounds of gender, marital status, sexual orientation, race, ethnic origin, nationality, disability, religious belief or age, a person engages in unwanted conduct which has the purpose or effect of violating another person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for him.
3. Implementation
The HR Manager and the Directors have responsibility for the effective implementation of this policy. However, we expect all our staff to abide by this policy and help create an equality environment.
To implement this policy, we will ensure that:
- The policy is communicated to all employees.
- A statement of intent with regard to equality of opportunity is placed on all job advertisements and as far as possible made known to all job applicants.
- Coast Medic will also ensure that the policy is circulated to any agencies responsible for our recruitment.
- The policy will be communicated to all private contractors reminding them of their responsibility towards the equality of opportunity.
- Directors, Managers and Supervisors are aware of their responsibilities and are given appropriate and regular training.
- Appropriate training and guidance will be provided on all induction programmes and management courses.
- Consultation will take place with all employee forums/representatives on the implementation of this policy and any amendments to practice.
- A system is set up to collect statistical data on the composition of our work force.
- Adequate resources are made available to fulfil the aims and objectives of this policy.
- The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.
Affirmative Action
Coast Medic do not agree with affirmation and sees all discrimination whether positive in nature or not as discrimination.
Monitoring and review
Progress on the implementation of this policy and associated training programmes will be monitored annually in consultation with employee forums/representatives. Consideration will be given, if necessary, to adjusting the policy to afford a greater equality of opportunities to all applicants and staff.
Complaints
Employees who believe they have suffered any form of discrimination, victimisation or harassment are entitled to raise the matter through the Company Grievance Procedure. A copy of this procedure is available in the Employee Handbook.
All complaints of discrimination will be dealt with seriously, promptly and confidentially.
Every effort will be made to ensure that employees making 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 lead to dismissal.
4. Responsibilities
All employees have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon managers, supervisors and staff provisionally involved in recruitment, employee administration and training.