Foyle Food Group Human Resources Policy Manual

foyle food group ================ human resources policy manual ============================= page 6 of 6 date effec

Foyle Food Group
================
Human Resources Policy Manual
=============================

Page
6 of 6
Date Effective: 20/05/2010
Current version: 07/11/12
Reviewed: 01/03/2021
Issue No: 1
Module
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FFG Equal Opportunities Policy – FFG HR – ER11
Authorisation Signature

Equal Opportunities Policy
Declaration of Commitment
The Foyle Food Group is fully committed to equality of opportunity,
which is an integral part of our overall policy. This Equal
Opportunities Policy is our way of stating our commitment to equality
of opportunity in relation to employment for all employees and
potential employees. It sets out ways in which equality of opportunity
will be actively promoted. There is therefore an obligation on all
staff to respect and observe this policy.
The Foyle Food Group is committed, as an equal opportunity employer,
to implement equal opportunities in all its employment policies,
practices and procedures. To this end it will ensure that the
principles of employment equality are applied to recruitment,
promotion, training, career development and to all terms and
conditions of employment.
Our objective is to ensure that no job applicant or employee receives
less favourable treatment, directly or indirectly, on any of the
grounds set out below.
We will ensure that management at all levels actively support,
encourage and implement equality in the workplace. They will implement
a positive and continuing programme of action to make this policy
fully effective. All personnel procedures will be reviewed regularly
to ensure that individuals are appointed, promoted and treated on the
basis of their relevant merits and abilities. All employees will have
equal opportunity to show ability and progress within the Company.
The Chief Executive of the Foyle Food Group will have specific
responsibility for the implementation of this policy. However, any
willful or negligent breach of this policy may render an employee
subject to disciplinary action up to and including dismissal.
The Law
Employment equality law places heavy responsibilities on employers.
Application of an Equal Opportunities Policy will help us to
*
Ensure compliance with the requirements of equality legislation,
and identify and eliminate hidden bias in employment practices and
procedures.
This legislation, outlaws discrimination (basically, the treatment of
one person in a less favorable way than another person is, has been,
or would be treated) on any of the following discriminatory grounds in
all areas relevant to employment. It prohibits direct and indirect
discrimination and Victimisation in employment on any of the following
grounds:
*
Gender, including gender reassignment
*
Marital or civil partnership status
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Family status
*
Religious belief or political opinion
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Race (including colour, nationality, ethnic or national origins)
*
Disability
*
Sexual Orientation
*
Age
*
Membership of the traveller community
The terms of the legislation apply to employers in the public and
private sectors and to employment agencies, vocational training
bodies, trade unions and professional bodies and to the publication of
advertisements.
We recognize 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 utilized to maximize the efficiency
of the organization.
Direct Discrimination generally occurs where an employer treats a job
applicant or an employee less favorably than he treats (or, would
treat) another person, in the same or similar circumstances, on one or
more of the statutory grounds. A decision or action which is directly
discriminatory will normally be unlawful.
Indirect Discrimination generally occurs where an employer applies to
all job applicants or employees a particular provision, criteria or
practice, but which has the effect of placing people who share a
particular characteristic (e.g. the same sex, of religious belief or
race) at a particular disadvantage compared to other people. A
decision or action that is indirectly discriminatory will normally be
unlawful unless the decision can be objectively justified.
Disability related discrimination generally occurs when an employer,
without lawful justification, and for a reason which relates to a
disabled person’s disability, treats that person less favorably than
the employer treats (or, would treat) other people to whom that reason
does not (or, would not) apply.
Failure to comply with the duty to make reasonable adjustments – this
is another form of disability discrimination that occurs where an
employer is under a duty to make reasonable adjustments for a
particular job applicant or employee and fails to comply with it. A
failure to comply with the duty cannot be justified and is always
unlawful.
Harassment is a form of discrimination that may occur across all or
any of the statutory grounds. It generally occurs where a job
applicant or employee is subjected to unwanted conduct that is related
to a statutory equality ground with the purpose, or which has the
effect, of violating their dignity or of creating for them an
intimidating, hostile, degrading, humiliating or offensive
environment. Harassment cannot be justified and is always unlawful.
Victimisation generally occurs where an employer treats and employee
or job applicant less favorably that he treats (or she, would treat)
another person, in the same or similar circumstances, because the
person has previously exercised his or her rights under the
anti-discrimination laws, or has assisted another person to do so.
Victimisation can not be justified and is always unlawful.
Recruitment and Selection
The Foyle Food Group will review each step of the selection process
with the aim of eliminating any possible discriminatory aspects. The
following policy will therefore apply:
1. Recruitment positions in The Foyle Food Group are open to all
suitably qualified candidates subject to educational and experience
criterion relevant to each specific post being met.
2. The Company’s selection process will provide equal access at all
stages to all candidates. A record of all decisions made throughout
the selection process will be retained for at least 3 years after the
appointments have been made.
3. The Company will prepare written job descriptions and personal
specifications based on the requirements of the job at the time.
Requirements and qualifications considered essential will relate
strictly to the proper performance of the job.
4. Advertisements will contain nothing of a discriminatory nature and
will encourage applications from the broadest possible base. This does
not preclude local advertising of positions where appropriate.
5. All advertisements will contain a positive statement of the
Company’s commitment to its equal opportunities policy.
6. Selection tests, where used will relate only to the genuine
requirements of the job and will be designed in a way that affords all
candidates an equal opportunity for success.
7. Short listing will be carried out by matching details of all
applicants to the job specification. To guard against the possibility
of bias more than one person will be involved in this procedure if at
all possible.
8. All selection interviews will be conducted impartially.
Interviewers will not make assumptions about the suitability of
candidates for certain type of work based on any of the 9 Equality
grounds or other personal factors not relevant to the requirements of
the job.
9. To avoid the possibility of bias interview panels if at all
possible will include members of both sexes, and be of mixed community
backgrounds if at all possible.
10. Questions at interviews will be directed towards assessing the
suitability of candidates for the job in question.
Training
The Foyle Food Group is committed to the provision of excellence in
its service. It is an integral part of this commitment that all staff
is given equal access to appropriate training. Therefore:
Training will be available equally to all relevant staff with no
category excluded.
All selection panel members involved at all stages i.e. shortlisting,
testing and interview, will receive appropriate training on Equality
legislation.
Promotion
The Company is committed to providing a promotion system, which gives
equal access to all suitably qualified staff.
The Company’s promotion practices will not discriminate on any of the
aforementioned grounds.
Management will ensure that all staff are aware of career/promotional
opportunities.
Promotion will be determined solely from objective criteria based on
the person's performance and ability to do the job
Career Development
Employees will be informed of and encouraged to pursue personal and
career development opportunities open to them without assumptions
being made about their mobility or possible length of future service.
Language and Corporate Image
The Company will demonstrate its commitment to equal opportunities by
using non-discriminatory, non-sexist language.
Complaints
Employees who believe that they have suffered any form of
discrimination, harassment or victimization are entitled to raise the
matter through the agreed bullying and harassment procedures. A copy
of these procedures is available from the Human Resource Manager. All
complaints of discrimination will be dealt with seriously, promptly
and confidentially. Where discrimination is found to have occurred the
employee in question may be subject to disciplinary action up to and
including dismissal.
In addition to our internal procedures, employees in Northern Ireland,
Republic of Ireland and the UK have the right to pursue complaints of
discrimination to an Industrial Tribunal, Fair Employment Tribunal,
Rights Commissioner or Labour Court under relevant anti-discrimination
legislation:
Every effort will be made to ensure that employees who make complaints
will not be victimised. Any complaint of victimization will be dealt
with seriously, promptly and confidentially. Victimisation will result
in disciplinary action and may warrant dismissal.