Equality & Diversity Policy
- POLICY STATEMENT
Olson is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.
The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.
- OBJECTIVES OF THIS POLICY
2.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010
2.2 To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
- DEFINITION OF DISCRIMINATION
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect.
- TYPES OF DISCRIMINATION
4.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
4.2 Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents
The employer cannot justify the need for the application of the policy on a neutral basis; and
The person to whom the employer is applying it suffers detriment from the application of the policy.
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.
- UNLAWFUL REASONS FOR DISCRIMINATION
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages.
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
5.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation.
5.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
- REASONABLE ADJUSTMENTS
The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
6.1 Making adjustments to premises;
6.2 Re-allocating some or all of the employee’s duties;
6.3 Transferring the employee to a role better suited to their disability;
6.4 Relocating the employee to a more suitable office;
6.5 Granting time off work for medical treatment or rehabilitation;
6.6 Providing training or mentoring;
6.7 Supplying or modifying equipment, instruction and training manuals; or
6.8 Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.
If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact their immediate Line Manager. In the unlikely event that this is not followed up, the matter should be pursued via the grievance procedure.
- RESPONSIBILITY FOR THE IMPLEMENTATION OF THIS POLICY
All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.
Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
- ACTING ON DISCRIMINATORY BEHAVIOUR
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to Schedule 2; Disciplinary, Capability and Grievance Procedure and the Bullying and Harassment Policy for guidance.
- THE EXTENT OF THE POLICY
9.1 The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. The Company offers goods and services in a fashion that complies with the spirit of this Policy.
9.2 This Policy forms part of the Company’s Terms and Conditions of Employment.
9.3 The Company reserves the right to amend and update this Policy at any time.
John R. Allden