Equal Opportunity Policy

See equal opportunity form

• POLICY STATEMENT

• ACCD aims to ensure that all actual or potential employees and trainees are treated equally, regardless of age, disability, family responsibility, marital status, race, colour, ethnicity, nationality, religion or belief, gender, sexual orientation, trade union activity, unrelated criminal activity, unrelated criminal convictions, other irrelevant criteria.

• SCOPE

• This agreement sets out the ACCD policy regarding equality of opportunities, principles of monitoring and positive action. It is applicable to all staff.

• PURPOSE

• The purpose of this policy is to establish clear organisational guidance regarding equality, and to establish core principles, structures and monitoring arrangements for ACCD Ltd.

• KEY PRINCIPLES

• ACCD believes that all forms of prejudice and discrimination are unacceptable. In recognition of the fact that they can take a variety of forms, depending on the group to whom it may be directed, ACCD should adapt/develop policies embodying the issues specific to discrimination on the grounds of:

  • Age
  • Disability
  • Gender
  • Race
  • Religion
  • Sexual Orientation
• ACCD will seek to challenge inequality, prejudice and discrimination.

• ACCD embraces diversity in all its aspects, and aims to employ a workforce, which reflects the community it serves.

• ACCD will treat all employees and trainees with respect and dignity, and seek to provide a working environment free from harassment, discrimination and victimisation.

• In seeking to achieve a balanced workforce at all levels, ACCD will ensure that no employee, job applicant or trainee will be disadvantaged, or treated less favourably because of conditions not relating to the job. Reasonable adjustments will be made to arrangements and premises to ensure equal access for disabled staff or potential staff and trainees.

• POSITIVE ACTION

• Positive action, which is allowed by law, allows you to:
  • Provide facilities or services (in the form of training, education or welfare) to meet the special needs of people particularly under represented groups;
  • Target job training to specific groups that are under-represented in a particular area of work;
  • Encourage applications from groups that are under represented in particular areas of work.
• Positive action strategies are intended to be temporary measures only. They must be kept under regular review, and they cannot be used more than once the special needs are met, or if under-representation no longer exists. If ACCD uses positive action as a strategy, it must ensure that it falls within the law.

• GENERAL

• If an employee or trainee feels that he/she has not been treated fairly, due to prejudice, or discrimination, he/she should seek guidance from the racial and sexual harassment procedures.

• REVIEW

  This policy will be reviewed on a regular basis in accordance with legislative developments and the need for good practice within ACCD Ltd.

   

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