Empire Enforcement

EQUALITY AND DIVERSITY STATEMENT

Empire Enforcement , serves a diverse society. That is a society made up of men and women; of people of different races, cultures and religions; of people with and without disabilities; of young people and older people; of straight and gay people; of people with and without caring responsibilities; and of people with many other differences.

We must seek to eliminate discrimination and promote equality and good relations between all groups. Discrimination occurs if the conduct, words or practices result in the less favourable treatment of people because of their colour, culture, ethnic origin, religious belief, gender, disability, sexuality or other status. Indirect discrimination can take place when an organisation appears to be treating individuals fairly but when a policy or procedure is applied to everybody equally results in an unjustifiable negative impact on a particular group. The Company recognises that some individuals face multiple discrimination. This can occur if an individual has more than one characteristic of a disadvantaged group, for example a disabled gay person from an ethnic minority.

We recognise, respect and value that diversity and will strive in all we do to serve the interests of people from all sections of society.

We will also strive to become an organisation that reflects more fully the diversity of the society we serve and truly values the contributions which staff from all sections of society make to our work.

In particular we will:

In the development of our policies, take account of the interests of all sections of society

Ensure that wherever possible the services we provide meet the needs and expectations of all our service-users

Seek to influence others with whom we work, or from whom we purchase goods and services, to share our commitment to valuing the diversity of our society

We will, to meet our business objectives:

Provide real equality of opportunity in the recruitment, development and promotion of all our staff

Eliminate unfair discrimination and harassment in our workplaces

Extend family friendly working practices

Develop all our staff to their full potential and make best use of their different talents

Consult staff, including staff from minority groups, about how we can improve equality of opportunity and support diversity.

We will set ourselves goals with measurable outcomes to assess our progress towards becoming a diverse organisation providing excellent service to all sections of society. We hold ourselves accountable for their achievement.

 

 

EQUAL OPPORTUNITIES STATEMENT

 

Empire Enforcement is committed to promote equality of opportunity. All staff are made aware of our policy on equal opportunities and a copy of the policy is displayed on the staff noticeboard. The policy includes reference to Sex Discrimination, Racial Equality, Equal Pay and Disability Discrimination.

The company employs a qualified Human Resources Manager to ensure relevant legislation is adhered to. We keep abreast of changes in employment law by attending short courses and via Croner’s reference book and support for employers. All managers and supervisors receive training to ensure that knowledge of employment legislation is kept up-to-date.

Empire Enforcement observe the Commission for Racial Equality’s Code of Practice for Employment and actively encourage people from all backgrounds to apply for positions within the company. This is reinforced with the assistance of the local job centres . All recruitment advertisements clearly state; "We are committed to Equal Opportunities and offer full and continuous training to all staff".

Empire Enforcement are offered suitable training programs regardless of their ethnicity.

 

 

 

EQUAL OPPORTUNITIES POLICY

1. General Statement

Empire Enforcement is committed to providing equal opportunities in employment, and respects the identity, rights and values of each individual. This means that job applicants and employees receive equal treatment regardless of gender, marital status, race, colour, nationality, ethnic origins, sexual orientation, age or disability.

We recognise that the promotion of our equal opportunities policy, within the workplace, is not only of benefit to our staff, but is also good management practice and makes good business sense. The promotion of this policy will encourage all our employees to realise their full potential and we will achieve our organisational goals.

2. Responsibilities

Directors have overall responsibility for the provision of equal opportunity, who ensures that our equal opportunities policies are delivered to prospective and existing members of staff. This is achieved by:

Analysis of statistical information

Regular assessment of how the policies are working in practice, through our staff appraisal system and the use of exit interviews.

Continuous assessment and review.

All employees of the company have a general duty to ensure that they are familiar with and comply with, the policy, in order to ensure that the continued effectiveness of the policy is maintained

3. Legislation

We comply with the following legislation:

Race Relations Act 1976

Race Relations (Amendment) Act 2000

Sexual Discrimination Act 1975

Sex Discrimination Act (Gender Reassignment) Regulations 2000

Equal Pay Act 1970

Disability Discrimination Act 1995

Human Rights Act 1998

Employment Equality (Religion or Belief) Regulations 2003

Employment Equality (Sexual Orientation) Regulations 2003

The Race Relations Act 1976 and Race Relations (Amendment) Act 2000, prohibits discrimination on racial grounds, in the areas of employment, whilst also imposing a duty on public bodies to eliminate unlawful discrimination and promote equality of opportunity. The Commission for Racial Equality’s Code of Practice for

Employment, offers practical guidance to employers on the elimination of racial discrimination and the promotion of equal opportunity in employment.

As a company we respect and recognise the importance of this legislation and follow the guidance as laid down by the Commission, in order to reduce and remove, any potential for discrimination.

The Sex Discrimination Act 1975, prohibits discrimination on the grounds of sex, marital status and gender reassignment. Sex discrimination usually consists of prejudiced attitudes that suggest that one gender, usually women, lack certain skills, abilities and characteristics that the other gender possesses.

As a company we respect and recognise the importance of this legislation and follow the guidance as laid down by the Equal Opportunities Commission, in order to reduce and remove, any potential for discrimination.

The Equal Pay Act 1970, recognises the principle of equal pay for men and women, for work of equal value. It is in the interests of any organisation to ensure that they have a fair and just system so that employees have confidence in the systems of pay.

We recognise and respect the principles as detailed in the Act and have developed our company philosophy around the values incorporated within.

The Disability Discrimination Act 1995, prohibits discrimination against disabled people in the areas of employment, the provision of goods, facilities and services and premises, education and public transport.

To interview all disabled applicants who meet the minimum criteria for job vacancies and consider them on their abilities;

To ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees, what they can do to make sure they remain in employment;

To make every effort when employees become disabled, to make sure they can stay in employment;

To take action to ensure that all employees develop the appropriate level of disability awareness needed to make our commitments work;

To annually review the five commitments and what has been achieved, to plan ways to improve on them and let employees know about progress and future plans.

 

o The Human Rights Act 1998. The United Kingdom introduced the Human Rights Act 1998, in October 2000 which incorporates the European Convention on Human Rights and Fundamental Freedoms into its domestic law.

The Human Rights Act means that we can all be clearer about basic values and standards that we share. That's a good idea when it comes to sorting out problems.

The Act means that all public authorities must pay proper attention to peoples rights when they are making decisions that affect them. Because of our partnerships with public authorities, this places added emphasis on our approach to protecting Human Rights, in the support and promotion of the policies of our partners.

The Human Rights Act is about basic fairness for all people. It is about understanding the respect due to each of us. It is about recognising that some rights and freedoms are so important and so fundamental that they should be protected by law.

As a company, we are committed to promoting best practice in Human Rights, within our policies, procedures and practices and take guidance from the rights and freedoms identified in the ‘Universal Declaration of Human Rights’.

Employment Equality (Religion or Belief) Regulations 2003. These regulations make it unlawful for employers to discriminate on grounds of religion, or belief, in that they prohibit discriminatory treatment concerning:

· offers or refusals of employment

· the terms and conditions of employment offered

· opportunities for promotion, transfer, training or benefits

· dismissing employees

· subjecting employees to any other detriment

As a company, we are committed to respecting each person’s religious beliefs, including ensuring that our business operations do not unreasonably disadvantage people from any particular religious group.

Employment Equality (Sexual Orientation) Regulations 2003. In June 2003, Parliament agreed on the above Regulations, which ban discrimination on the grounds of sexual orientation in employment and came into force on 1 December 2003.

The new legislation bans discrimination on the grounds of sexual orientation in employment and vocational training. This legislation specifically bans direct and indirect discrimination, harassment and victimisation because of sexual orientation

Providing protection to lesbian, gay and bisexual workers throughout the entire employment relationship – from recruitment to dismissal. The ban on sexual orientation discrimination applies to terms and conditions, pay, promotions, transfers, training and dismissal.

As a company we are proud to have developed a working environment in which lesbian and gay employees, have fair and equal access to recruitment, employment, training and promotion.

Codes of Practice relating to sex and race discrimination have been produced by the Equal Opportunities Commission and the Commission for Racial Equality and have been used as a basis for this policy. There is also a Code of Good Practice on the Employment of Disabled Persons published by the Department of Employment (Training) with which we comply.

4. Forms of Discrimination

The following are examples of the types of discrimination which are against the Company's policy:

• Direct discrimination, where a person is less favourably treated because of gender, race or disability, e.g. if a person is refused promotion on the grounds that he/she is coloured, disabled or female.

• Indirect discrimination, where a requirement or condition which cannot be justified is applied equally to all groups but has a disproportionately adverse affect on one particular group. An example is where an age limit for new recruits may exclude women of a particular age group due to family commitments, the restricting of recruitment to areas where there are few ethnic minorities, or a requirement which is non-essential to the job description may exclude a disabled person (such as the requirement for a driving licence for a job which is mainly office based).

• Victimisation, where someone is treated less favourably by others because he/she has taken proceedings against the Company under one of the relevant Acts.

5. Positive Action

Although it is unlawful and against the Company's policy to positively discriminate in favour of certain groups on the grounds of race, colour, gender or sexual orientation, positive action to enable greater representation of under-represented groups is permitted by Law and encouraged by the Company. All job advertisements include the following statement: "We are committed to equal opportunities" and, where appropriate, advertisements are placed in the ethnic minority and disability press to ensure that all groups are reached in accordance with the Company's recruitment policies.

6. Recruitment

The Company will take steps to ensure that applications are attracted from both sexes and all races and from disabled people, and will ensure that there are equal opportunities in all stages for the recruitment process. All job advertisements include the following statement: "We are committed to equal opportunities". Any publicity relating to the Company and employment with it makes reference to the Equal Opportunities Policy. All staff responsible for recruitment receive training in equal opportunities and guidance is made available to all staff. Promotion within the Company is based solely on merit and without regard to race, gender or disability.

 

7. Monitoring and Review

The policy is constantly monitored by the Company to judge its effectiveness. In particular, through statistical analysis, the company monitors the ethnic and sexual composition of its existing staff, applicants for jobs, the number of disabled people within these groups, and reviews its equal opportunities policy in accordance with the results produced by the monitoring. Any changes required are implemented promptly.

This process of monitoring and review will identify any potential barriers to equality of opportunity, the reasons for them and any remedial action necessary to address them.

8. Disciplinary and Grievance Procedures

The Company treats seriously any breaches of our equal opportunities policies and takes action when any employee has a grievance as a result of victimisation, discrimination or harassment on sexual or racial grounds or on the grounds of disability.

 

 

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