Equal Opportunities Policy
Alarmtec Limited (the company) is committed to equal opportunities in all aspects of its business. It will seek to ensure that no unlawful or unfair discrimination takes place on the basis of conditions which are not relevant to performance of the job, such as race, colour, nationality or national or ethnic origin, gender, marital status, age, religion, sexual orientation or disability.
Discrimination on any of the above grounds is not tolerated within the Company. The Company aims to treat people fairly, recognising their abilities and the diversity of views and contribution that people with different backgrounds and experiences can bring to the work environment. It also seeks to ensure that no one working in or with the Company is victimised or subject to harassment.
Appointments to the Company and progression, development and training within it will be determined on the basis of objective criteria and an individual’s skills, experience and personal performance.
Eliminating discrimination and providing equality of opportunity requires the personal commitment of all employees’ that have an individual responsibility under this policy. Deliberate failure to observe the policy will result in disciplinary action, which could include dismissal.
The Managing Director is responsible for the application of the Equal Opportunities Policy. The Managing Director also has the responsibility for reviewing the Policy and monitoring its implementation.
Managers have individual responsibility for the implementation of the Policy within their area of the business. This includes ensuring that they, their employees’ and any contractors they may engage maintain appropriate standards of behaviour and that they recognise and deal with any inappropriate behaviour.
Individuals have a personal responsibility to act in accordance with this Policy. They should treat others with respect and consideration and as they would wish to be treated themselves. This responsibility extends to colleagues, customers, suppliers, members of the public and any other people with whom they come into contact in the course of their work.
It is unlawful to discriminate against a person directly or indirectly in the field of employment. Direct and indirect discrimination are defined in the legislation. Unlawful discrimination can also occur if a Manager fails to make reasonable adjustments to the job or working conditions to help an individual with disabilities.
It is also unlawful to instruct or put pressure on another person to discriminate directly or indirectly and to act in response to such instruction or pressure.
This means treating a person less favourably than another in any aspect of employment on the basis of their gender, marital status, disability, colour, race, ethnic or national origin. Examples of direct discrimination include:
- Not employing or promoting a woman because she may take maternity leave or a disabled person with appropriate qualifications whowould need some minor adaptations to the working arrangements or workplace
- Unfairly allocating work that is inappropriate for an individual’s grade.Indirect discrimination
This means applying a rule, condition or requirement which cannot be justified and which may be applied to all groups but in reality a considerably smaller proportion of one group can comply with it. Examples of indirect discrimination include:
- Changing work patterns in a way which conflicts with caring responsibilities
- A minimum height requirement for engineers (men are generally taller than women)It is important to appreciate that discrimination is not necessarily deliberate and may occur inadvertently.