Diligent Developments is an equal opportunities employer. It will not allow discrimination on the grounds of:
Diligent Developments also ensures that no individual is disadvantaged by
conditions or requirements that cannot be shown to be justified in law
or relevant to the performance of the job.
Diligent Developments will honour all relevant legislation in these areas.
Diligent Developments will do its utmost to ensure that all applicants and
employees are treated fairly, and that the Company's environment is
free from discrimination. Selection criteria and personnel procedures
will ensure that individuals will be selected, promoted and treated on
the basis of their relative abilities and merits, and according to the
requirements of the job. All employees will be given equal opportunity
and, where appropriate, training, to progress within the firm.
Your role in equal opportunities
The success of any policy depends on the degree of commitment of all
employees. Everyone should be aware of this policy and of the
obligations that fall upon them both to ensure its success and to
comply with both the policy and the legislation relating to
discrimination.
For example should an employee be disabled or become disabled during
their employment they have a responsibility to ensure that they inform
the organisation about their disability and suggest any “reasonable
adjustments” to their job or working conditions or environment which
may be necessary or which would assist them in the performance of their
duties. Careful consideration will be given to any proposals and, where
reasonable and reasonably practicable such adjustments will be made.
There may however be circumstances where it will not be reasonable or
reasonably practicable for the organisation to accommodate those
proposals.
Any breach of the Company's Equal Opportunities Policy will be
regarded very seriously and is likely to constitute gross misconduct.
Such a breach is likely to lead to disciplinary action which may result
in dismissal.
If an employee considers that they are receiving less favourable
treatment on the grounds of sex, marital status, religious belief,
sexual orientation, age, disability, race, colour, nationality, spent
convictions or ethnic origins, they may make a complaint through the
Company’s Grievance Procedure.
Alternatively, if an employee feels they are being bullied or
harassed in respect of any of these issues, they should revert to the
Company’s Bullying or Harassment Policy, as relevant.
What to do if you are the victim of discrimination?
If you feel you are discriminated against in any way – tell someone!
This may be your immediate boss or a member of the H R Department.
All complaints about another member of staff will be strictly
confidential and any complaint will be investigated immediately,
thoroughly and objectively.
Please do not suffer in silence – speak out. The Company cannot alleviate the problem if we do not know about it.
If you have been subjected to discrimination, you may seek
confidential assistance from the H R Department who will be able to
advise and assist you in devising means of preventing a re-occurrence
of the unwanted behaviour.
In the event that the matter cannot be resolved informally, you will
be required to put the complaint(s) in writing in order that the matter
may be handled in accordance with the Company’s Grievance Procedure
and, if necessary, the Disciplinary Procedure.
Procedures for those who are caught discriminating
Discrimination is illegal. It will, therefore, be taken very seriously.
If a complaint has been made against an alleged discriminator full
investigation will take place and may involve the suspension of all
parties pending completion of the investigation. Suspension is no sign
of guilt but simply for the protection of all parties.
Once the investigation is completed the grievance and disciplinary procedure will be followed, as appropriate.
For further information on the procedure that will be followed if a
complaint of discrimination is reported, please contact the H R
Department.