17.1 Principles
a) The Company is committed to valuing diversity and seeks to provide all employees with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job.
b) The Company will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation whether in the field of recruitment, terms and conditions of employment, career progression, training, transfer or dismissal.
c) It is the responsibility of all employees in their daily actions and behaviour to endeavour to promote these concepts and at a practical level to comply with all relevant legislation and to ensure that they do not discriminate against colleagues or customers.
17.2 Policy
a) This policy applies equally to all employees.
b) The Company will not tolerate acts that breach this policy and all such breaches or alleged breaches will be taken seriously and will be thoroughly investigated, where appropriate using the grievance procedure or disciplinary procedure.
c) Any employee found guilty of having been engaged in conduct that was discriminatory will be liable to disciplinary action.
d) The Company fully recognises its legal obligations under all relevant legislation and codes of practice.
e) Any employee has a right to raise for investigation any conduct which he or she believes in good faith is discriminatory in its nature.
f) The overall responsibility for monitoring the effectiveness of this policy rests with the Company’s managers, including senior managers.
17.3.1
Each employee has the responsibility to give practical effect to this policy. It is not sufficient to allow another to be the victim of discrimination and wait for that person to complain. While the Company encourages the reporting of any inappropriate behaviour, if the investigation concludes that the accusation was patently false or malicious, the alleged complainant will be liable to disciplinary action.
17.4 Procedure
a) If an employee feels that he or she, or another employee, has not been treated in accordance with this policy the matter should be brought to the attention of the departmental manager.
b) The complaint will be investigated promptly and confidentially. The purpose of the investigation will be to establish the facts and decide whether disciplinary action should be taken. All persons involved and any witnesses will be given an opportunity to be heard on the complaint.