Date June 2004
All staff, whatever their working pattern, no matter
what their age, sex, sexual orientation or marital status,
race, religious beliefs, nationality, ethnic or national
origin, disability, part-time working, responsibility
for dependants, trade union membership or trade union
activity will have the right to be treated on the same
basis in fair competition. Harassment and bullying are
not acceptable and will not be tolerated in
Concept Joinery Ltd.. The elimination of unfair
discrimination and prejudice is intended to provide
individuals with scope to develop their full potential
and to enable Concept Joinery Ltd. to maximise use of
Concept Joinery Ltd. will:
a. Adopt a planned approach to eliminating barriers
that discriminate against particular groups.
b. Give clear guidance to employees on the commitment
to equal opportunities.
c. Recognise its legal obligations under the Race
Relations Act 1976, the Sex Discrimination Acts 1975,
1986 and 1999, the Equal Pay Act 1970 and the Disability
Discrimination Act 1995.
d. Continuously monitor and review its selection
criteria and procedures to ensure that all employees
are selected, promoted and treated solely on the basis
of merits and abilities that are appropriate to the
e. Promote personal development for all employees,
to support their progress within Concept Joinery Ltd.
and, where appropriate, provide specialised facilities,
equipment and individual training.
f. Fulfil its social responsibility towards its employees
and the community in which it operates, ensuring that
appropriate support is given during times of personal
Direct discrimination is defined as:
Treating a person less favourably than others are
or would be treated in the same or similar circumstances.
This means treating someone less favourably than you
would treat others in the same circumstances.
This occurs when a job requirement or condition is
applied equally to all, and has a disproportionate and
detrimental effect on one sex or racial group because
fewer of that group can comply with it, and the requirement
cannot be justified in relation to the job.
When decisions are made about an individual, the
only personal characteristics taken into account will
be those that, as well as being consistent with relevant
legislation, are necessary to the proper performance
of the work involved.
Harassment can be described as inappropriate actions,
behaviour, comments or physical contact that is objectionable
or causes offence to the recipient. It may be of a sexual
or racial nature or it may be directed towards people
because of their age, their sexuality, a disability
or some other characteristic.
Concept Joinery Ltd. regards discrimination, harassment
or bullying, as described above, as gross misconduct,
and any employee of Concept Joinery Ltd. who discriminates
against any other person will be liable to appropriate
action in the Concept Joinery Ltd. disciplinary procedures.
It is the aim of Concept Joinery Ltd., in its relationships
with its employees and in the provision of its services,
not to disadvantage any individual by imposing any conditions
or requirements that cannot be fully justified. In pursuance
of this policy,
Concept Joinery Ltd. may take special measures/positive
action in favour of any group that is currently underrepresented
in its workforce. In this it will take account
of the Race Relations Act 1976, the Equal Pay Act 1970,
the Sex Discrimination Acts 1975, 1986 and 1999, the
Disability Discrimination Act 1999, the Rehabilitation
of Offenders Act 1974, and the Human Rights Act October
In pursuance of this policy, Concept Joinery Ltd.
reserves the right to discipline any of its employees
who practice any form of discrimination on the grounds
of a person's age, gender, ability, race, religion,
ethnic origin, creed, colour, social status or sexual
Concept Joinery Ltd. will monitor and evaluate this
policy on an ongoing basis and inform the employees
of its impact.
© Lee Hallard Building Services (Concept Joinery Ltd.