Introduction

KENNEDY SCOTT LTD. is striving to be an Equal Opportunities employer and is committed to promoting equality of opportunity for all employees, potential employees and the client base. This policy applies to all matters of employment and recruitment to training programmes.

The aim of the Equal Opportunity Policy is to ensure that no client, job applicant or employee receives less favourable treatment on any grounds or conditions, which cannot be justified. These include direct or indirect discrimination on the grounds of age, gender, disability, race, colour, nationality, ethnic or national origins, marital status, sexual orientation, family responsibility, trade union activity, class, political or religious beliefs.

This Policy will give full consideration to the requirements and intent of the Sex Discrimination Act 1975; the Equal Opportunities Commission Code of Practise; the Race Relations Act 1976; The Race Relations code of Practise; The Equal Pay Act 1970 and the Amendment Regulations 1983; The Disability Discrimination Act 1995 and the Rehabilitation of Offenders Act 1974.

The Managing Director has overall responsibility for the implementation, operation, monitoring and review of this Policy.

Policy

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Kennedy Scott will be based on merit, qualifications and abilities. Kennedy Scott does not discriminate in employment opportunities or practices on the basis of any characteristic protected by law.

The Company expects all employees, of whatever grade or authority, to abide by and adhere to this general principle. Discrimination is prohibited on the grounds of sex, colour, marital status, race, nationality, ethnic or national origin, religion, sexual orientation, disability, or membership or non-membership of a trade union.

Kennedy Scott will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.

Employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate Line Manager or HR. Employees can raise concerns and make reports without fear of reprisal.

Kennedy Scott commits itself to the immediate investigation of any claims of discrimination on the above grounds and, where such is found to be the case, a requirement that the practice cease forthwith and (if appropriate) that restitution is made for damage or loss.

Any employee found guilty of discrimination will be instructed to stop the offending behaviour immediately and will be dealt with under the disciplinary procedure. Unless assurances of future non-discriminatory actions are forthcoming, an employee repeating any act of discrimination may be dismissed.

This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination and access to benefits and training.

Implementation

This Policy applies to all employees of the company and all those undergoing training on company owned premises. It is the duty of each manager to actively promote the equal opportunities within their own areas of responsibility and to set appropriate objectives as part of their annual Performance Review.

Any employee or individual undergoing training on company owned premises who feels this policy has not been adhered to have the right to have his or her case considered in accordance with the Company’s recognised grievance procedure.

Any employee who fails to observe the provisions of this Policy and who unfairly discriminates against another employee, client or applicant for employment, may be subject to disciplinary action.

Recruitment and Promotion

The intention of the Company’s recruitment and promotion procedures is to ensure that the highest quality candidates are appointed. Therefore, the selection process is of crucial importance and will be carried out according to objective job-related criteria. Kennedy Scott will ensure that all employees making selection and promotion decisions receive the appropriate training. All advertisements for staff will make reference to the Equal Opportunities Policy.

Training

Training is acknowledged as an essential factor in the achievement of equal opportunities in employment. All managers will consider the implications of the Policy when developing and implementing training strategies and plans. Relevant job training opportunities will be made available to all employees and training and guidance in the specific equal opportunities issues will be provided.

Sexual and Racial Harassment

Sexual or racial harassment can be defined as repeated offensive or unacceptable comments, action, suggestions or physical contact that are found to be objectionable or create an intimidating work environment. Under the terms of the company disciplinary code, such harassment is deemed as gross misconduct. Any employee found to have committed such harassment would be liable to disciplinary action.

Monitoring

To ensure that the success of the Policy can be assessed, the Company will introduce a system of monitoring. Records will therefore be maintained for the gender, marital status, disablement and ethnic origin of all employees and those undergoing training with the company.

All employment and practices will be continuously reviewed against the objectives laid out in this Policy and in the light of information obtained as a result of monitoring.