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Parris King

Equal Opportunities Policy

Introduction

As an organisation we are dedicated to improving the quality and practice of leadership in organisations wherever we operate. We recognise that our customers have their own cultures and legal systems, but Parris King will seek to promote genuine equality of opportunity. This may result in Parris King withdrawing from contracts with organisations where it is felt that good practice is not demonstratively encouraged.

The purpose of this policy is to provide a framework within which our Services can be provided in a fair, appropriate manner to meet the needs of our team and customers, and meet our legal obligations in relation to gender, marital status, age, physical status or any disability, racial or ethnic origin, nationality, creed or religious belief, sexual orientation, age or employment status.

Internal Roles & Responsibilities

1. Directors. To have a strategic and proactive role in ensuring that the general principles of this policy are incorporated into objectives and that all employees and Associates are treated fairly and that decisions are based on merit. The Directors hold overall responsibility in relation to communication, implementation and quality assurance of the policy.
2. Employees and Associates. To comply with this policy and to treat all colleagues and customers with respect.

Internal Statement of Policy

• We firmly believe discrimination is unacceptable and although equality of opportunity is a feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action.
• The policy will be communicated to all employees and Associates reminding them of their responsibilities towards the equality of opportunity.
• We will maintain a neutral working environment in which no employee or worker feels under threat or intimidated
• The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

Internal Training, Promotion & 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 equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.
• 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.

Internal Harassment (Investigation & Action)

• We deplore all forms of personal harassment and seek to ensure that the working environment is sympathetic to all our employees.
• Our procedures are published to inform employees and Associates of the type of behaviour that is unacceptable and provide employees who are the victims of personal harassment with a means of redress.
• If investigation concludes that the allegation is well founded, the harasser will be subject to disciplinary action in accordance with our disciplinary procedure. An employee or Associate who receives a formal warning or who is dismissed for harassment may appeal against the disciplinary action by using our disciplinary appeal procedure.

Internal Monitoring

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 applicant's gender, racial origins and disability. Access to this information will be restricted. Monitoring may involve:-

1. The collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applicants and current employees.
2. The examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants.
3. Recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.
4. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants.

Review & Availability

This policy will be kept under review to ensure its effectiveness and maintained in line with changes as legislation dictates. Regardless of changes in legislation the policy will be reviewed on an annual basis.