In accordance with the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1996, it is the Company’s policy not to discriminate on the grounds of sex, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status or disability.
All employees of Canford Group are responsible for ensuring that where decisions are made concerning individuals (e.g. employment, promotion, training, treatment, remuneration, hours etc.) there is no indication of:
- Personal prejudices influencing decisions.
- Indirect discrimination i.e. policies or practices having an adverse impact on women, ethnic minorities, people with disabilities or older workers.
The Human Resource Manager has the ultimate responsibility for ensuring that all employees follow the guidelines set out in the Policy.
The recruitment process
Advertisements will not contain any criteria, which can be seen to be discriminatory, or which exceeds the actual requirements of the job. All job descriptions and specifications should be clear, accurate and unbiased. Regardless of the methods of recruitment used (e.g. employment agencies, advertisements etc) the process must be fair to all potential applicants. In accordance with the Rehabilitation of Offenders Act 1974, candidates with spent convictions will be considered on their merits, as with any other applicant.
Members of staff conducting selection interviews have been briefed on interviewing techniques and are fully aware of the relevant areas of law. Care must be taken by the interviewer to avoid questions, which may be construed, as discriminatory and a clear record of the interview must be made.
Canford Group is committed to providing equal access to training and development for all employees, regardless of gender, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status, or disability. The provision of training shall not be subject to any unnecessary age restrictions. All employees who can benefit from a particular training course should be encouraged wherever practicable.
Appraisals, performance reviews and assessments of an employee potential shall be conducted totally without bias. All employees, but specifically those in a minority, should be encouraged (wherever practicable) to apply for suitable promotions.
Victimisation and harassment
Any complaints of victimisation or harassment will be dealt with seriously and will be viewed as serious offences under the Company disciplinary procedure.
Application forms will request details of sex, age, disability and ethnic origin. This data will be used solely for the purposes of monitoring equal opportunities.
Regular examination of the data and the effectiveness of the Policy shall be carried out. From time to time the Policy will be amended to account for changes in the law.