We are fully committed to providing equal opportunities throughout our recruitment process and during employment to ensure that every employee or potential employee is treated with dignity and respect.
We will not tolerate unlawful discrimination in employment or recruitment on any of the following grounds:
- Race (which includes colour, nationality, ethnic or national origins)
- Pregnancy & maternity
- Sexual Orientation
- Religion or Belief
- Gender reassignment
- Marital or civil partner status
These are known as protected characteristics as defined by the Equality Act 2010.
Although not specifically protected under the Equality Act, we will also not tolerate unlawful discrimination on the grounds of someone’s part-time or fixed-term status. Line Managers are responsible for implementing the Equal Opportunities Policy and applying the policy as part of their day to day management duties. All employees have a responsibility not to discriminate against fellow employees, and to report any such behaviour of which they become aware. Any breaches of this policy may result in disciplinary action being taken.
Forms of Discrimination
The forms of discrimination that this policy aims to avoid are outlined in more detail at appendix 1.
Raising a Compliant of Discrimination
Any member of staff or person working at ROCK or applying for a job at ROCK who consider they have received unequal treatment or suffered from bullying or harassment, may make a complaint to their manager or the POPs department. Please refer to ROCK’s grievance policy for further details.
Any employee who is found to have committed an act of discrimination, or breached this policy in any other way, will be subject to action under the disciplinary procedure, up to and including dismissal. We will also take seriously any malicious or, in our opinion, unwarranted allegations of discrimination and will take appropriate disciplinary action where necessary
ROCK 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 employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. Disability and personal or home commitments will not form the basis of employment decisions except where necessary.
We will consider any possible indirectly discriminatory effect of our standard working practices, including the number of hours to be worked, the times at which these are to be worked and the place at which work is to be done, when considering requests for variations to these standard working practices and will refuse such requests only if we consider we have good reasons, unrelated to any protected characteristic, for doing so.
We will comply with our obligations in relation to statutory requests for contract variations. We will also make reasonable adjustments to our standard working practices to overcome barriers caused by disability.
Terms and conditions of employment, including pay and benefits:
- Will be offered to all employees fairly and equally.
- For part-time employees will be provided on a pro-rata basis to full-time employees.
- For fixed-term employees will be comparable with those given to permanent employees, except when different treatment can be objectively justified.
Employment Policies and Practices
POPs will periodically monitor and review this policy and be responsible for ensuring that all employment-related policies, procedures and practices such as career development, promotion and access to training are non-discriminatory.
Provision of Goods and Services
You should not discriminate against or harass a member of the public in the provision of services or goods on behalf of ROCK.
It is unlawful to fail to make reasonable adjustments to overcome barriers to using services we provide caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of our services.
In addition, when we provide a service to a client, we have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service
Employees have the right to be treated with dignity and respect and ROCK will make every effort to provide a working environment free of discrimination and harassment in any form. Employees are expected to help prevent discrimination and/or harassment in the workplace. Every employee is required to assist us in meeting our commitment to provide equal opportunities in employment and avoid unlawful discrimination.
You can be held personally liable as well as, or instead of, ROCK for any act of unlawful discrimination. If you commit serious acts of harassment, you may be guilty of a criminal offence.
Acts of discrimination, harassment, bullying or victimisation against employees or clients are disciplinary offences and will be dealt with under our disciplinary procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.