Beacon Scaffolding Equal Opportunities Policy

Beacon Scaffolding Equal Opportunities Policy
Our commitment
The company is committed to providing equal opportunities and to avoiding unlawful discrimination in employment.
This policy is intended to assist the Company to put this commitment into practice. Compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination. We strive to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equal opportunities in employment.
It’s the Company’s policy to:
• strictly follow procedures that will ensure equal opportunity for all people without regards to race, colour, religion, creed, national origin, sex, age, ancestry, marital status, sexual orientation, disability, political belief or activity
• achieve understanding and acceptance of the Company’s policy on Equal Employment Opportunity by all employees
• thoroughly investigate instances of alleged discrimination and take corrective action is warranted
This policy applies to all areas of employment, including recruitment, training and development, promotion, termination, and all other conditions and privileges of employment.
It is the responsibility of management to ensure that our equal employment opportunity policies are implemented, but all members of staff share in the responsibility of assuring that by their personal actions the policies are effective and apply uniformly to everyone.
The Law
It is unlawful to discriminate directly or indirectly in recruitment or employment on grounds of sex, age, gender, reassignment, pregnancy, colour, race, nationality, ethnic or national origins, sexual orientation or religion or belief, or because someone is married or is a civil partner. It is unlawful to treat someone less favorably on grounds of disability.
It is unlawful to victimise someone because he or she has alleged unlawful discrimination or supported someone to make a complaint or given evidence in relation to a complaint.
Harassment is where there is unwanted conduct related to one of the prohibited grounds which has the purpose of violating a person’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that person, or is reasonably considered by that person to have the effect of violating his or her dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment for him or her, even if this effect was not intended by the person responsible for the conduct.
Victimisation is where someone is treated less favorably than others because he or she has alleged unlawful discrimination or supported someone to make a complaint or given evidence in relation to a complaint.
Equal Opportunities in employment
The Company will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for the employment or promotion will be assessed objectively against the requirements for the job, taking into account of any reasonable adjustments that may be required for candidates with a disability.
The Company will ensure all existing and new employees understand their rights and responsibilities under the Equal Opportunities policy.
Your responsibility
Every employee is required to assist the company to meet its commitment to provide equal opportunities. Employees can be help personally liable as well as, or instead of, the Company for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence.
Acts of discrimination will be treated as a Company disciplinary, if it constitutes as a gross misconduct, could lead to dismissal without notice.