EQUAL OPPORTUNITIES POLICY
Detailed below is an outline of Purvis Marquees policy equality in our place of work.
By creating this Equal Opportunities and Diversity Policy, Purvis Marquees has ensured that it remains legible and is fully identifiable.
This policy is reviewed annually.
This policy should be considered as part of a set of policies that include:
- Human Rights
- Race Equality
- Age discrimination
For the purposes of this document, the following terms apply:
Senior management is defined as the directors, officers and senior managers of the organisation.
Discrimination is defined as the direct or indirect unequal or differential treatment that can lead to one person being treated favourably than others would be in similar circumstances on the grounds of age, colour, disability, ethnic origin, gender, marital status, nationality, race, religion or sexual orientation.
Purvis Marquees commits to:
- provide a working environment where there is equality of opportunity and freedom from unlawful discrimination on the grounds of age, colour, disability, ethnic origin, gender, marital status, nationality, race, religion or sexual orientation;
- remove unfair and discriminatory practices from within the company;
- provide a service to its customers that does not discriminate upon them through the mean by which they can access the company’s products and services;
- ensure that assessment, development, promotion, recruitment, redundancy and service provision are determined based on capability, experience, productivity, qualifications and skills; and
- review and revise this policy as necessary at regular intervals.
The overall and final responsibility for the implementation of this policy is that of the company directors.
The day-to-day responsibility for ensuring that this policy is put into practice is delegated to John Brown.
All employees must co-operate with supervisors and managers in the implementation of this policy.
Individual employees can be held liable for discriminatory practice by and employment tribunal. This can also result in them being responsible for the payment of compensation.
Breaches of this policy should be reported to John Brown.
Breaches of this policy by employees will be dealt with in accordance with the company’s disciplinary and grievance procedures.
Purvis Marquees will, where possible, ensure that all sub-contractors and other agents act in accordance with this policy, but accept no responsibility for their actions regarding this policy.
Redundancy payments (and the calculation thereof) are exempt from this policy.
To give disabled people as much access to services as those who are not disabled, and to ensure they have equal opportunities for employment, training and promotion, reasonable adjustments will be made in the following areas:
- the employee’s duties;
- the employee’s role;
- the employee’s working location;
- availability and flexibility of time off work for medical treatment or rehabilitation;
- training, mentoring and development; and
- availability of suitable equipment and training.
Employee advise and support
For 3rd-party advice and support, employees should contact one of the organisations listed below:
- Equality and Human Rights Commission
- Citizens Advice Bureau
- Community Legal Services Direct