Equality and Diversity Policy



This company aims to be an equal opportunity employer and has a policy for this purpose.

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

The company’s long term aim is that the composition of our workforce should reflect that of the community.  

The Directors are responsible for the effective operation of the company’s policy.  


Vacancy Advertising 

Wherever possible, vacancies will be advertised or given to a recruitment agency to ensure a broad audience is reached.  Where possible 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 review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

A Director must be involved in the selection interview and recruitment process.

Positive Action – training, promotion and conditions of service (including pay)

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.   Actual recruitment to all jobs will be strictly on merit.

Staff and Service Users

Staff must at all times treat fellow employees, service users and everyone else they come into contact with during their employment with due respect and dignity and in particular must not discriminate against them on grounds of race, colour, religion, belief, sexual orientation, disability, age, gender, gender reassignment, marital status or civil partnership, pregnancy or carer or paternity/maternity status, part time status, ethnic or national origin, nationality, or otherwise

Failure to meet the requirements above, whether in the form of victimisation, discrimination or harassment or any other form, may result in disciplinary action (please see our grievance and disciplinary procedures) which may ultimately result in dismissal of the staff member who fails to meet the above requirements.


The objectives of this policy 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 will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.