KO PLANT CONSTRUCTION TRAINING (Southern) is an Equal Opportunity employer. We are committed to ensuring, within the framework of the law, that our workplaces are free from unlawful discrimination on the grounds of colour, race, nationality, ethnic or national origin, religion, belief, sex, gender including gender reassignment, sexual orientation, marital status or disability
We aim to ensure that our staff achieves their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria.
What is discrimination?
Direct discrimination occurs when someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional Examples
- A woman with a young child fails to obtain a job because it is feared that she might be an unreliable member of staff
- A Sikh applicant for a senior post is not appointed because he might not “fit in” with the existing (all white) team.
- A person is subjected to sexual innuendo or other offensive conduct of a sexual nature at work.
- A blind person is not offered an interview for a job involving computers, because it is wrongly thought that blind people cannot use computers.
Indirect discrimination occurs where the individual’s employment is subject to an unjustified condition which one sex/race/nationality or persons with disability find more difficult to meet, although on the face of it the condition or requirement is “neutral”.
Examples
- A requirement for GCSE English as a selection criterion - This would have disparately adverse impact on people educated overseas and may not be justified as a reasonable level of literacy.
- Full time work – This would have disparately adverse impact on more women with small children, as they are generally accepted as taking the primary childcare role. It may not be justified if our business needs can still be met with more flexible working arrangements.
- A provision that only Management is allowed car parking spaces – This would have a disparately adverse impact on some disabled individuals, who are not of Management level and may not be justified and would have the effect of treating disabled individuals less favourably than their able bodied counterparts.
Reasonable adjustments will be made by the employer to the working practices to assist disabled individuals wherever practicably possible.
Harassment occurs where an individual is the subject of unwanted conduct from another member of staff which has the effect of violating that individual’s dignity and/or creating an intimidating, degrading, humiliating of offensive environment for that individual.
Victimisation occurs where an individual is treated less favourably than colleagues because he/she has taken action to assert their statutory rights or assisted a colleague with information in that regard.
KO PLANT CONSTRUCTION TRAINING (Southern) is committed to ensuring that all our staff and applicants for employment are protected from unlawful discrimination in employment.
Implementing Equality of Opportunity
- Recruitment and employment decisions will be made based on fair and objective criteria. Our selection procedures are reviewed from time to time to ensure that they are appropriate for achieving our objectives and for avoiding unlawful discrimination.
- The requirements of job applicants and existing members of staff who have or have had a disability will be reviewed to ensure that whatever possible reasonably adjustments are made to enable them to enter or remain in employment with us. Promotion opportunities, benefits and facilities of employment will not be unreasonably limited, and every reasonable effort will be made to ensure that disabled staff participate fully in the workplace.
- Person and job specifications will be limited to those requirements which are necessary for the effective performance of the job. Interviews will be conducted on an objective basis.
- Appropriate training will be provided to enable staff to implement and uphold our commitment to equality of opportunity.
- All staff have a right to equality of opportunity and a duty to implement this policy. Breach of the equal opportunity policy is potentially a serious disciplinary matter. Anyone who believes that he or she may have been disadvantaged on discriminatory grounds is entitled to raise the matter through the appeals or complaints procedure.
SPECIAL NEEDS POLICY
KO PLANT CONSTRUCTION TRAINING (Southern) will assess and determine the needs and appropriate support required for each candidate at the initial interview and induction stage.
The following policy will relate to special needs candidates who request assessment of the competency:
- Open access to assessment for all candidates will apply
- No discrimination against special needs candidates will take place
- Resources will be provided for candidates with special needs
- Sufficient time will be allocated to offer additional help or support if required
As part of KO PLANT CONSTRUCTION TRAINING (Southern) Equal Opportunity Policy, the Management will ensure entry route to NVQ programmes, and the assessment and verification process do not discriminate directly or indirectly against any individual or section of the population.