Equal Opportunities and Diversity Policy

Ross and Roberts aims to be an equal opportunity employer, and has this policy for this purpose.

This policy covers all aspects of employment from vacancy advertising, selection, recruitment and training, to conditions and service and reasons for termination of employment.

To ensure that this policy is operating effectively (and for no other purpose) the Company maintains records of employees' and applicants' racial origins, gender and disability.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.

The Company's long term aim is that the composition of our workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce. Where necessary, special steps, as permitted by the relevant Acts of Parliament and other provisions, will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality.

The Company's Equal Opportunities Employment Policy (EOEP), and the measures to implement it, have been devised on the basis of appropriate advice from relevant bodies as well as consultation with appropriate union and/or employee representatives.

The managing director is responsible for the effective operation of the Company's EOEP and the Company's periodic review of the policy.

A copy of the EOEP is available from the managing director.

The Policy

Vacancy Advertising

Wherever possible, all vacancies will be advertised simultaneously internally and externally. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.

Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations if possible and appropriate to do so.

All vacancy advertisements will include an appropriate short statement on equal opportunity.

Selection and Recruitment

Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.

Wherever possible, women, minorities and disabled persons will be involved in the short-listing and interviewing processes.

Reasons for selection and rejection of applicants for vacancies must be recorded.

Positive action - training, promotion and conditions of service.

Underrepresented groups will be encouraged to apply for training and employment opportunities with the Company. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion.

However, actual recruitment to all jobs will be strictly on merit.

Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.

Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

Personnel Records

In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees and job applicants gender, racial origins and (where applicable) disability.

Where necessary, employees will be able to check/correct their own record of these details, otherwise access to this information will be strictly restricted.

Such records will be analysed regularly and appropriate follow-up action taken.

General

The objectives of this EOEP are to:

  • Ensure that the Company has access to the widest labour market and secures the best employees for its needs.
  • Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the Company and themselves.
  • Achieve an ability-based workforce, which is in line with the working population mix in the relevant labour market areas.

The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy's objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with the Company. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based, whether harassment, victimisation or discrimisation will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.

Applicable Codes of Practice

The Companies policy is guided by:

  • Equal Pay Act (1970)
  • Sex Discrimination Act (1975)
  • Race Relations Act (1976)
  • Disability Discrimination Act (1995) (2004)
  • Special Educational Needs and Disability Act (2001)
  • Human Rights Act (1998)
  • Race Relations (Amendment) Act (2000)
  • EU Equal Treatment Framework Directive (2000/78)

and, in addition, the Codes of Practice issued by the Equal Opportunities Commission and the Commission for Racial Equality, together with the Codes of Practice on Disability and Age Diversity. These Codes are not legally binding (though they are admissible as evidence in Employment Tribunals) and Ross and Roberts supports them fully.

The policy will be amended as appropriate to meet the demands of future legislation.

Other Applicable Policies and Procedures

Ross and Roberts Policy on: 'Promoting a Climate of Cultural Sensitivity, Understanding and Mutual Respect'

Links to relevant legislation:

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