Diversity Policy

Equality & Diversity

Purpose and Scope 

  • Positive Computing is committed to developing, maintaining and supporting equal opportunities and diversity for employees. It aims to create the conditions in which its employees are treated equitably regardless of any protected

These include:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation and/or
  • any other criteria that cannot be shown to be properly

  • Positive Computing will seek to develop programmes and procedures, which comply with current and future legislation, ensure that its values and purposes are maintained and enhanced by emphasising equal opportunities and diversity while also sustaining and accepting diversity.

  • Whilst this policy refers to UK specific employment law, it is regarded as best practice that all our offices are expected to work to these standards. In addition to this, all employees should familiarise themselves with their local country employment law with regard to equality and diversity in the workplace.

Aim

  • The overall aim of the policy is to ensure that no job applicant or employee should receive less favourable treatment on any grounds not relevant to good employment
  • This policy aims to oppose and avoid all forms of unlawful discrimination in all areas of employment and includes this in; pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, recruitment and selection for employment, promotion, training or other developmental
  • Positive Computing believes that every employee is entitled to a working environment which promotes dignity and respect to all and is committed to taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, visitors, the public and any others in the course of the Company’s work activities. No form of intimidation, bullying or harassment will be
  • Positive Computing will seek to ensure that it provides equality in opportunities for employment so that the workforce reflects the diversity of the communities in which the Company

Responsibilities

  • Positive Computing’s Board of Directors have the ultimate responsibility for the development and implementation of equal opportunities policies for
  • All employees are responsible for conducting themselves in a way that helps the Company provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful
  • All employees should understand they, as well as the Company, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, clients, suppliers and the
  • The Company will fulfil its obligations of reporting under relevant legislation with regard to equality. For example; Gender Pay Gap

Definitions

Direct Discrimination

  • Direct discrimination arises when a person is treated less favourably because of a protected characteristic. This may be because of assumptions (which may be unconscious and will not necessarily be motivated by prejudice or hostility) about the group to which they belong or are perceived to belong or with which they are

Examples of this would be:

  • A woman with young children is not employed because it is feared that she might be
  • A Sikh applicant for a senior post is turned down because it is feared he will not “fit in” with an existing (all white)
  • A blind person is turned down for a job because of a mistaken assumption that blind people are unable to use

Indirect Discrimination

  • Indirect discrimination occurs where an apparently neutral requirement is applied which is more difficult for members of certain groups to meet and which cannot be justified on objective grounds.

Examples of this would be:

  • A policy that no members of the workforce can work part-time could constitute indirect discrimination as proportionately more women than men work part-time in order to meet caring responsibilities. It may not be justified if the employers business needs can still be met by more flexible working
  • A requirement for GCSE English as a selection criterion. This requirement would be harder for people who have been educated overseas to meet and may not be justified if all that is really needed is the ability to demonstrate a reasonable level of competence 

Victimisation

  • Occurs when a person is subjected to a detriment because he or she has taken or intends to take action to assert the rights conferred by equality legislation or because he or she has assisted someone else with their complaint (for example by providing evidence), or is believed to have done any of these

Harassment

  • Occurs when a person is subjected to unwanted conduct (whether physical, verbal or non- verbal) related to a protected characteristic which has the purpose or effect of violating that person’s

Implementation

  • Implementing equal opportunities for employees is a continuing process that is kept under constant review. The process involves devising codes of conduct; establishing procedures; describing good practice and setting goals to ensure the momentum of implementation is maintained.
  • Positive Computing seeks to ensure that, so far as is reasonably practicable, employees are informed of this policy and as appropriate, any associated procedures and action programmes.

Recruitment and Selection

6.1 Good practice in recruitment and selection is at the core of achieving equal opportunities in employment. Positive Computing has procedures to ensure that decisions on appointments are made wholly on the grounds of the candidate’s skills rather than on any other criteria that cannot be shown to be properly justifiable.

Advancement and Promotion

7.1 Positive Computing is firmly committed to the principle that opportunities for advancement and promotion should be available equally to all employees.

Changes in personal circumstances during Employment

8.1 Positive Computing so far as is reasonably practicable, will adapt working patterns and regimes to meet changes in personal and domestic circumstances. For example; to employees who wish to alter their working patterns after maternity leave, or as a result of becoming disabled. 

Religious or Cultural Needs

  • Positive Computing will make reasonable efforts to meet the particular needs of any individual arising from their religious or cultural obligations and not place unreasonable constraints upon such
  • Positive Computing will have special regard to requests for the timing of annual leave and for special or extended leave or for changes in normal hours of working to meet religious or cultural needs of members of ethnic minority groups and will give them sympathetic consideration.

Termination

  • We will monitor redundancy criteria and procedures to ensure that they are fair and objective and are not directly or indirectly
  • We will also ensure that the disciplinary procedures are carried out fairly and uniformly for all employees, whether they result in the giving of disciplinary warnings, dismissal or any other disciplinary

Complaints

  • Employees who believe they have not been treated equitably in accordance with this policy may make their complaint either informally or by pursuing a formal complaint in accordance with the Grievance
  • Managers are responsible for dealing with complaints from employees under this policy. While it may be appropriate to deal with complaints informally, a breach of the Equality and Diversity Policy, including victimising those who have recourse to these procedures, by an employee may be grounds for serious disciplinary action up to and including
  • If a job applicant wishes to complain about Positive Computing’s recruitment and selection procedures in general or his/her application for a specific post, she/he should write to the Managing Director or HR Director who will arrange for the matter to be investigated and for the complainant to receive a written response, including a summary of action taken, if
  • Any action taken under the complaints procedure is without prejudice to any statutory right to complain to an employment tribunal or other appropriate statutory body or to involve the Commission for Racial Equality, Equal Opportunities Commission, Disability Rights Commission or any other appropriate external
  • So far as is reasonably practicable Positive Computing will protect employees or job applicants who make a complaint under these procedures from
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