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EQUAL OPPORTUNITIES POLICY 2023

Statement of policy

The aim of this policy is to communicate the commitment of the Director and senior management team to the promotion of equality of opportunity in Scutum North Ltd.

It is our policy to provide employment equality to all, irrespective of:

  • Gender, including gender reassignment
  • Marital or civil partnership status
  • Having or not having dependants
  • Religious belief or political opinion
  • Race (including colour, nationality, ethnic or national origins)
  • Disability
  • Sexual orientation
  • Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds.

Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

Scope of the policy

The Equal Opportunities policy applies to all those who work for (or apply to work for) the organisation, for example:

  • Job applicants and potential applicants
  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers and students on work experience or placements
  • Volunteer workers
  • Former employees

Equality commitments

We are committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a good and harmonious working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice
  • Complying with our own equal opportunities policy and associated policies
  • Taking lawful affirmative or positive action, where appropriate
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings
  • This policy is fully supported by Directors and senior management

Disclosure and Barring Service (DBS) Policy

As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, Scutum North Ltd complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.

Scutum North Ltd is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

We have a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the outset of the recruitment process.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position.

Where a DBS check is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within Scutum North Ltd and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows Scutum North Ltd to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in Scutum North Ltd who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We make every subject of a DBS check aware of the existence of the Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.

A copy of the DBS report will be requested by the person responsible in Scutum North Ltd and must be provided within one week of being received. Failure to provide a copy of the report may result in the termination of employment.

Implementation

The Directors have specific responsibility for the effective implementation of this policy. Each director, manager and supervisor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
  • Provide equality training and guidance as appropriate, including training on induction and management courses.
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques
  • Incorporate equal opportunities notices into general communications practices (eg, staff newsletters, intranet)
  • Obtain commitments from other persons or organizations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
  • Ensure that adequate resources are made available to fulfill the objectives of the policy.

Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly [at least annually] and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.

Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the company grievance procedures. A copy of these procedures is available from Andrew Lowe, General Manager. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation:

  • Disability Discrimination Act 1995, as amended

However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

Authorised by Scutum North Ltd
David Whiteside – Managing Director

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