Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
The Directors and Managers will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic audits as required.
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Source Design Limited will not tolerate such actions against it’s staff, and the employee concerned should inform a Director or Manager immediately following any occurrence. Source Design Limited will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.
The Company attaches particular importance to the needs of disabled people.
Under the terms of this policy, managers are required to:
A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the
recruitment and selection process will receive specialist training.
of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action.
Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures.
Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.
The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the company directors.