Equal Opportunities Policy
1.1 It is the policy of First4Safety Ltd to treat all Employees (and indeed all persons, including all job applicants) fairly and equally regardless of their sex, sexual orientation, marital status, race, colour, nationality, ethnicity, religion, age, disability or trade union membership status.
1.2 This policy applies equally to: recruitment and selection; terms and conditions of employment including pay, promotion, training and transfer in addition to every other aspect of employment.
1.3 First4Safety Ltd similarly expects all Employees and contractors to comply with the policy and to act in accordance with its objectives. An act of discrimination by an Employee or any failure to comply with the terms of the policy may result in disciplinary action.
1.4 First4Safety Ltd will regularly review its procedures and selection criteria to ensure that individuals are selected, promoted and otherwise treated according to their relevant individual abilities and merits and that this policy has been complied with.
2.1 The overall responsibility for this policy and its implementation lies with John Pillinger / Director
2.2 Any person who believes that they are either the victim of discrimination, or who believes that discrimination is, has or will occur are encouraged to report this to John Pillinger / Director
2.3 Matters will be dealt with in accordance with First4Safety Ltd Grievance Procedure and, where necessary, First4Safety Ltd Disciplinary Procedure.
3.1 The purpose of this policy is to ensure that there is no unlawful discrimination in the workplace and to take appropriate disciplinary action when such behavior has been found to have taken place.
3.2 In accordance with the Equality Act 2010, this Policy aims to prevent the unlawful discrimination of a person’s Protected Characteristics, as set out in Clause 5 below.
4.1 This policy recognises that discrimination may be direct or indirect.
4.2 Direct discrimination occurs when a person treats another person less favourably because of a Protected Characteristic than they would treat someone else.
4.3 Indirect discrimination occurs when a person applies a provision, criterion or practice that discriminates against another person in relation to their Protected Characteristic.
4.3.1 For the purposes of Clause 4.3, a provision, criterion or practice is discriminatory in relation to a Protected Characteristic of a person if:
(a) it is applied to other persons with whom the Protected Characteristic is not shared; and
(b) it puts, or would put, persons with whom the Protected characteristic is shared at a particular disadvantage when compared with persons who do not share it; and
(c) it puts the person with the Protected Characteristic at a disadvantage; and,
(d) it cannot be shown to be a proportionate means of achieving a legitimate aim.
5. Protected Characteristics
5.1 The Protected Characteristics are:
5.1.1 Age: it is not permissible to treat a person less favourably because of their age.
5.1.2 Disability: it is not permissible to treat a person less favourably due to any disability that they have, had or will have.
5.1.3 Gender Reassignment: it is not permissible to treat a person less favourably due to the fact that they are going through, about to go through or have gone through a gender reassignment or any step in that process.
5.1.4 Marriage and Civil Partnership: it is not permissible to treat a person less favourably because they are married or in a civil partnership; or because they were or are going to be; or indeed because they are not.
5.1.5 Race: it is not permissible to treat a person less favourably because of their race, colour, nationality or ethnic origin.
5.1.6 Religion or Belief: it is not permissible to treat a person less favourably due to their religion or belief. This includes having a lack of religion or belief.
5.1.7 Sex: it is not permissible to treat a person less favourably on the grounds of their sex. This includes the treatment of Employees who are: pregnant; suffering from an illness because of their pregnancy; on maternity leave; or breast feeding.
5.1.8 Sexual Orientation: it is not permissible to treat a person less favourably because of their sexual orientation.
5.1.9 Union Membership: it is not permissible to treat a person less favourably because of their membership to a trade union, past present or intended.
6. Duty to Make Adjustments
6.1 First4Safety Ltd recognises that it has a duty, where required, to make any reasonable adjustments that are necessary to facilitate a disabled Employee’s employment.
6.2 Employees with disabilities who believe that any such adjustments are required are encouraged to discuss this with First4Safety Ltd.