Equal Opportunities and Dignity at Work Policy

Purpose

The Company believes that equality and diversity in the workplace is socially, ethically and morally desirable and that discrimination is not acceptable in any form. Equality and diversity means that all individual staff will be valued and will be supported in fulfilling their potential and that the culture of the company will value the difference that individuals bring to work.

This policy sets out our endeavours to be diverse along many dimensions and the responsibilities of both managers and employees in achieving this.

Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, marital or civil partnership status, cultural background, socio-economic status, physical and mental ability, experience and education.

Scope

This policy applies to all employees whose employer is a ‘Company’ and is effective from 1st January 2012.

‘Company’ means any subsidiary of Allegis Group Holdings B.V. (including but not limited to any Aston Carter companies, Allegis Group Ltd, Allegis Gobal Solutions Ltd and TEKsystems Global Services (UK) Ltd) with the exception of Allegis Group Australia Pty Ltd and its subsidiaries and any Frontline Consulting Services companies.

If you are in any doubt whether you are employed by a ‘Company’, then please contact the HR team.

Policy

Discrimination

Discrimination happens as a result of prejudice, misconception and stereotyping which in turn hinders the proper consideration of an individual’s talents, skills, abilities, potential and experience. It can be direct or indirect, intentional or unintentional.

In support of our aim to provide equality and diversity at work, we aim not to discriminate directly or indirectly by ensuring that;

  • No employee or prospective employee, client or candidate will receive less favourable treatment than another as a result of direct or indirect discrimination, or discrimination by perception or association.
  • No employee or prospective employee, client or candidate will be placed at a disadvantage by requirements or conditions of a post which unfairly discriminate against them.
  • All managers will develop and practice the concept of equality and diversity in the application of conditions of service, recruitment, training and promotion opportunities.

Bullying and Harassment

Bullying is a sustained form of psychological abuse that aims to make victims feel demeaned and inadequate.

Harassment on the grounds of a protected characteristic (sex, sexual orientation, gender reassignment, race, religion or belief, disability, age) is unlawful. Harassment occurs when an individual behaves in a way which is related to one of the protected characteristics which is unwanted, and violates the dignity of another person, or creates an environment which is intimidating, hostile, degrading, humiliating or offensive for that person.

Dealing with Bullying and Harassment

Grievance — Wherever possible we encourage employees to seek to resolve any bullying issues informally in the first place by raising the concern with the people involved. We accept that this may be hard to do and they are advised to seek the help of their Line Manager or HR Department for support. Where the employee feels unable to take such action, any allegation should be raised directly with the Manager and HR Department who will with seek to resolve with the employee. If this is not possible or the employee chooses not to, they are advised to invoke the formal grievance procedure. The Company will not tolerate victimisation of a person for making allegations of bullying or harassment in good faith or supporting someone to make such a complaint.

Disciplinary Procedures — The Company will not tolerate bullying, harassment, discrimination or any breach of this policy whatsoever. All allegations will be investigated and, if appropriate, disciplinary action will be taken which may also result in dismissal. An offending employee may also be liable for compensation costs in the event of a legal claim.

Recruitment and Selection

Our selection process is of crucial importance in this policy and must be carried out according to objective job-related criteria which must be subject to regular review. The Company will endeavour through appropriate training to ensure that all employees making selection decisions will not discriminate whether consciously or unconsciously in making these decisions.

Where the numbers of people with a particular protected characteristic are underrepresented within the business, have different needs or have historically been disadvantage in employment, the Company may take steps to encourage candidates from the underrepresented group to apply for employment or to offer them training that would support their application.

Promotion and Training

We seek to give all employees the opportunity for planned training and development to enable them to realise their own potential, both professionally and personally.

Equal opportunity is integrated into all training concerned with selection skills, employee assessment, counselling, employee development and the management or supervision of staff. The Company's policy forms part of the induction training of all staff.

Managers Responsibility

  • To ensure the principles in this policy are implemented at all times and to correct employees under their control who breach these principles (and to implement sanctions for anyone continuing to breach these principles).
  • To support and encourage fellow employees in their work and to develop themselves within parameters acceptable to them.
  • To treat all employees fairly, to listen to and give due consideration to their views and the views of anyone speaking or acting on their behalf.
  • Where discipline must be applied to do so fairly and in accordance with natural justice as well as the Company disciplinary policy.
  • To be proactive in watching for any breach of this policy and to take action should such a breach be apparent or suspected.
  • To set a good example by their own behaviour.
  • Ensure that there is a supportive working environment.
  • Ensure that staff know what standards of behaviour are expected of them.
  • Intervene to stop bullying or harassment.
  • Promptly report to Human Resources Department any complaint of discrimination, bullying or harassment, or any incident witnessed by them.

Employee Responsibility

  • To ensure the principles in this policy are implemented at all times and to correct employees under their control who breach these principles (and to implement sanctions for anyone continuing to breach these principles).
  • To support and encourage fellow employees in their work and to develop themselves within parameters acceptable to them.
  • To treat all employees fairly, to listen to and give due consideration to their views and the views of anyone speaking or acting on their behalf.
  • To be proactive in watching for any breach of this policy and to take action should such a breach be apparent or suspected.

Monitoring

This policy will be monitored periodically by the Company to judge its effectiveness and will be updated in accordance with changes in the law. In particular, the Company will monitor the composition of the existing workforce and of applicants for jobs and will review its equal opportunities policy in accordance with the results shown by the monitoring. If changes are required, the Company will implement them.

Information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the Data Protection Act 1998.

Enforcement

All Company employment policies are subject to change from time to time at the discretion of the company.

If you have any query with this policy please contact the HR Department for further information.

Failure to comply with the terms of this policy will result in Disciplinary Action in line with the Company Disciplinary policy.