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Randy’s Delight
Equal Opportunity Policy
1. Introduction
It is the responsibility of Randy’s Delight to put our equal opportunities policy
into practice with all of our present and potential employees without discrimination. Randy’s Delight’s position on equal opportunity in all aspects of employment
includes recruitment and promotion and provides guidance and encouragement
to our employees at all levels acting fairly with them to prevent discrimination on the grounds of sex, race, marital status, disability as define by the Disability Discrimination Act 1995, age, sexual orientation, religious belief, part-time or permanent contract status.
2. Definition of Discrimination
(a) Discrimination can be direct or indirect. Both forms of discrimination must be avoided.
(b) Direct discrimination occurs when one person is treated less favourably than another on grounds relating to sex, race, marital status, age, disability, sexual orientation or religion.
(c) Indirect discrimination occurs where a requirement is imposed which can be complied with by a smaller proportion of persons of a particular sex, race, marital status, disability, age, employment contract status, sexual orientation or religion, as opposed to another group persons of whom the same requirement is not objectively justifiable.
Examples include:
1. Seeking job applications from persons younger than 25 years of age with four years working experience.
2. Demanding technical qualifications for a job which do not necessarily require them.
3. Sending only full time employees on training courses that can be beneficial to all employees.
3. Statement of policy
(a) It is our aim in the workforce to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, sexual orientation, religion, colour, ethnic origin, part-time or fixed term contract status, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. Randy’s Delight is committed not only to its legal obligations but also to the positive promotion of equal opportunity in all aspects of employment.
(b) Randy’s Delight recognises that adhering to the rules laid out in the Equal Opportunity Policy, combined with relevant employment policies and practices will be greatly beneficial to both Management and Staff alike. The Catering Industry also recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on their ability to perform in the workplace.
(c) The application of recruitment, training and promotion policies to all employees will be on the basis of job requirements and their individual abilities and merits.
(d) All employees of the organisation will be made aware of the provisions of this policy
(e) Any act, acts or alleged behaviour found to be in breach of this policy will be swiftly and thoroughly investigated and on proof that such policies were breached the guilty party or parties will be subject to disciplinary procedure which will result in dismissal.
4. Recruitment and promotion
(a) Advertisements for posts will be presented clearly and accurately to enable potential applicants to assess their own suitability for the post and will be presented in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, employment term contract status, sexual orientation or religion.
(b) Recruitment literature will not imply a preference for any specific group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
(c) All descriptions and specifications for posts will include only requirements that are
justifiable for the effective performance of the job.
(e) All selection will be thoroughly conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
5. Employment
(a) Randy’s Delight will not at anytime discriminate on the basis of sex, race, marital status, disability, age, employment term contract status, sexual orientation or religion in the allocation of duties between employees with comparable job descriptions.
(b) Randy’s Delight will put in place any reasonable measures and/or adjustments within the workplace for those employees who are or have become disabled during employment.
(c) All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
6. Training
(a) Employees will be provided with appropriate training regardless of sex, race, marital status, disability, age, part or full time contract, sexual orientation or religion.
(b) All employees will be encouraged to discuss their career prospects and training needs with their respective Managers or the HR Department.
7. Monitoring
(a) It is the responsibility of Randy’s Delight to ensure that all aspects of this policy is
kept under review and are operated throughout the organisation.
(b) Where it appears that applicants/employees have been discriminated against in any way, these circumstances will be thoroughly investigated to identify the breach in the policy which caused any exclusion or discouragement to present or potential employees.
8. Grievances and Victimisation
(a) Randy’s Delight emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Procedure.
(b) Any complaints of discrimination will be swiftly and thoroughly pursued through the organisation’s Grievance Procedure.
9. The Main Laws
The Sex Discrimination Acts 1975 and 1986 (SDA)
The Race Relations Act 1976 (RRA)
The Equal Pay Act 1970
The Disability Discrimination Act 1995
10. Enforced By
The Equal Opportunities Commission (EOC)
The Commission for Racial Equality (CRE)
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