Equal Opportunities Policy Statement
Introduction:
The Europa Engineering Group of Companies that Lifting Gear products is a division of, are fully committed to the principal of providing equal opportunities in employment. We recognise the basic duty of every employer to treat existing and prospective employees without discrimination, and we appreciate the value of actively seeking to eliminate any direct or indirect discriminatory practices which may prevent it from making full use of each person’s abilities.
The principal of equal opportunity is supported by various legislation:
Sex Discrimination Act 1975; Race Relations Act 1976; Equal Pay Act 1970; Equal Treatment Directive 1967: Disability Discrimination Act 1995; Race Relations Amendment Act 2000; Employment Equality (Sexual Orientation) Regulations 2003; Employment Equality (Religion or Belief) Regulations 2003; Employment Equality (Age) Regulations 2006; Gender Equality Duty 2007.
1. Policy Statement.
It is the policy within the Europa Engineering Group of Companies to ensure that in both access to employment and employment practices, all persons are afforded equal opportunity and that no employee or applicant for appointment receives less favourable treatment on grounds of gender , marital status, age, race, disability, sexual orientation, religion or belief or are placed at a disadvantage by imposed conditions or requirements which cannot be justified.
The Europa Engineering Group of Companies will review its actions against this policy statement to ensure that there is no failure of the group in its employment policies and practices. To provide an appropriate and professional service to people because of their colour, culture or ethnic origin.
2. Application
2.1 The Europa Engineering Group of Companies is committed to promoting good employment practices in respect of all current and prospective employees and will strive to guard against any activities or actions which disadvantage any sections of the community.
2.2 The principal of equality will be inherent in all employment policies and practices and this policy statement should be read in conjunction with the existing range of issues including – Recruitment and selection, Code of conduct, equal pay, reasonable adjustments for disabled people, bullying and harassment at work.
Equality of opportunity and will be subject to the ongoing review and application of such policies.
2.3 The policy statement embraces the following main areas and employees of Europa engineering group of companies will be made aware of its provisions-
- Recruitment and Selection.
- Payment systems.
- Application of employment conditions.
- Training and Development.
- Request for flexible working.
- Responsibility of Managers.
- Responsibility of individual employees.
- Monitoring.
3. Implementation.
To achieve equality of opportunity the Europa Engineering Group of Companies will operate an effective equal opportunity in employment by ensuring fair recruitment and selection, and by creating conditions and practices which allow equality of opportunity to be practically available. It will achieve these using procedures which embody best practice.
The Europa Engineering Group of Companies will, wherever reasonable remove any barriers to undertaking a job which exist as a direct result of belonging to a minority group.
It will continue to monitor, review and develop its equal opportunity in employment policy and its implementation, devise codes of practice designed to establish comprehensive operational standards and to improve and adapt them as progress and changing conditions make it necessary to ensure its effective operation.
3.1 Recruitment and selection.
3.1.1 Advertisements for vacancies will make the following statement: –
The Europa Group is committed to meeting the needs of the wider community and aims to have a workforce reflecting this diversity.
3.1.2 Advertisements shall not imply that there is preference for a particular group of applicants.
3.1.3 Job descriptions will give as much and accurate information as necessary to enable applicants to assess their suitability for the post.
3.1.4 Person specifications shall only include requirements that are necessary and justifiable for the effective performance of the job. Particular attention will be
paid to selection criteria to ensure potential applicants are not restricted or disadvantaged on the grounds of gender, marital status, age, race, disability, sexual orientation, religion or belief.
3.1.5 The aim of the selection process is to determine the best candidate for the post in a thorough and objective manner. Individuals will be selected, promoted
and treated on the basis of their ability to carry out a particular job. Criteria will be selected to ensure that it is related to job requirements and not unlawfully
discriminatory. This process will be continually reviewed to ensure all applicants are treated fairly.
3.1.6 The Europa Group will consider all reasonable adjustments to the selection process, the working environment and the job where that would help overcome the practical effects of a disability.
3.2 Application of Employment Conditions.
3.2.1 The Europa Group will not discriminate on grounds of gender, marital status, age, race, disability, sexual orientation, religion or belief, in its interpretation and application of national terms and conditions of employment and the provision of benefits, facilities and services for those employees who are covered by these conditions.
3.3 Training and Development.
3.3.1 The Europa Group will not discriminate in the provision of training and will actively seek to remove any barriers to training arising from gender, marital status, age, race, disability, sexual orientation, religion or belief.
3.3.2 Training in equal opportunity will be offered as part of the Europa Group’s commitment to equality so that employees fully understand their responsibilities under the law as well as the Europa Group’s Equal Opportunity Policy.
3.4 Requests for Flexible Working.
3.4.1 The Europa Group is committed to improving the working environment of its employees and supporting them in ensuring an appropriate work-life balance.
3.4.2 The Europa Group will not discriminate on grounds of gender, marital status, age, race, disability, sexual orientation, religion or belief when dealing with applications for flexible working. Applications for flexible working will be seriously considered based on their own merit. Any refusal of a request will be on business grounds only.
3.5 Managerial Responsibility.
3.5.1 The Group Managing Director will have overall responsibility for ensuring that the policy remains effective and is consistently applied.
3.5.2 Directors will be responsible for the implementation of the policy within their divisions. They should ensure that managers/supervisors are operating within the policy. All employees should be made aware of the policy and the responsibilities placed on them.
3.6 Responsibility of Individual Employees.
3.6.1 Whilst the primary responsibility for ensuring that there is no unlawful discrimination rests mainly with the Europa Group, individual employees at all levels also have responsibilities.
3.6.2 All employees have a responsibility to foster good employee relations and to follow fair employment practices. Their attitude and activities with
Regard to these matters is of crucial importance. In particular, individual employees should co-operate with this policy introduced by the group to ensure there is equality of opportunity and non-discrimination. An employee should not themselves discriminate, not induce or attempt to induce other employees to discriminate and should not harass, abuse or intimidate other employees on grounds of gender, marital status, age, race, disability, sexual orientation, religion or belief.
3.6.3 All employees have a responsibility to treat their colleagues with dignity, respect, and not to bully or harass any other employee. Discourage any forms of bullying and harassment in relation to a person’s age, race, disability, sexual orientation, religion or belief.
3.7 Monitoring.
3.7.1 The Europa Group undertakes to monitor the effectiveness of its Equal Opportunity Policy and procedures
3.7.2 All divisions will review their employment practices to ensure the practical application.
3.7.3 Any complaints of discrimination, harassment or victimisation will be treated seriously, thoroughly investigated and dealt with through the group’s internal grievance, bullying and harassment or disciplinary procedures may be used in the case of a breach of this policy.