Equal Opportunities Policy Statement
Valuing diversity is one of the core principles of Ram Training Limited. The company commits to promoting diversity and equality when delivering its services, recruiting its workforce and dealing with its many stakeholders. As a nationwide company, on a daily basis Ram Training Limited deals with the many diverse communities of its clients, and in order to deliver its services lawfully, fairly, and efficiently, appreciating and promoting equality is essential to the company’s reputation and success.
Ram Training Limited recognises that everyone is different and strives to help every individual meet his or her full potential. The Company aims to treat the people it serves, interviews or employs, fairly, consistently and with respect. It also requires its employees to treat others in the same way.
Framework and Monitoring
Ram Training Limited will be guided by the Race Relations Act 1976, the Race Relations (Amendment) Act 2000, the Sex Discrimination Act 1975 & 1986, the Disability Discrimination Act 1995, the Equality Act 2010 and any other appropriate legislation and/or regulations as a framework for action to support the company’s initiatives (see additional information about the policy below and “Definitions on p16 of this document). These initiatives will focus on but not be limited to eight main headings:
- Direct discrimination – someone is treated less favourably than another person because of a protected characteristic
- Associative discrimination – Direct discrimination against someone because they associate with another person who possesses a protected characteristic – applies to age, disability, gender reassignment, sex
- Combined (dual) discrimination – someone who feels they had experienced discrimination because of two protected characteristics
- Discrimination by perception – Direct discrimination again someone because the others think they possess a particular protected characteristic – applies to disability, gender reassignment, sex
- Indirect discrimination – can occur when you have a rule or policy that applies to everyone but disadvantages a particular protected characteristic – applies to disability, gender reassignment
- Harassment – employees are able to complain of behaviour they find offensive even if it is not directed at them
- Victimisation – someone is treated badly because they have made/supported a complaint or grievance under the Act
The company will comply with its statutory obligations in a positive manner. Monitoring equality of opportunity in employment and recruitment forms part of Ram Training Limited’s business planning process.
The company will ensure that its employment practices provide equality of opportunity for both current and prospective employees and that no one who is subjected to a service from the company, or any staff member, receives less favourable treatment; neither will it tolerate any form of behaviour or activity that discriminates on the grounds of:
- ethnic and national origin
- sexual orientation
- gender re-assignment
- religious beliefs
- marital status
- family responsibilities
- socio-economic background
- unrelated or spent criminal
- trades union activity
The company will operate according to a set of procedures designed to ensure that none of the groups identified above will be disadvantaged because of conditions or requirements which cannot be justified. It will also prepare a plan of execution for these procedures robustly supported by training and monitoring initiatives. These procedures will include and not be limited to the following:
- the physical environment (buildings) in terms of access and resources
- training and development opportunities
- work experience
- staff attitudes
- employment policies, conditions and procedures
- links with or the influence of external bodies or third parties
Recruitment and Selection
All applicants, both internal and external, will be treated equally and fairly throughout the recruitment, selection and appraisal processes and the company will make best effort to ensure that everyone is dealt with in line with Ram Training Limited and Selection Policy, and that decisions are made on merit and in line with the job and skills requirements set out for the vacancy. The company will take measures to advertise situations vacant in such a way as to fully include minority groupings. Vacancies will be advertised in a variety of channels so that all sections of the community are given the opportunity to apply.
All complaints regarding discrimination either pre- or post- employment will be taken seriously and complainants will not be victimised.
Training and Awareness
The Managing and Operations Director is responsible for implementing the company’s Equal Opportunities Policy. The Managing and Operations Director will ensure that managers, team leaders, and supervisors of the company have specific duties in setting the policy stance and are examples of good practice. This delegated group will be operationally responsible for implementing the policy and for ensuring that their reports are aware of their responsibilities in ways that are easily understandable. These delegated groups will also constitute the formal channel/s for consultation. Finally, all employees have an obligation to comply with the policy and to make sure that members of local communities, clients, those subject to the company’s services and their Ram Training Limited colleagues are treated with dignity and respect at all times. Training for all staff to help them fulfil their obligations will be provided. The outcomes of policy implementation will be made known to all staff as part of the company’s communication, monitoring and feedback process.
Clients, suppliers and members of the local community will be made aware of Ram Training Limited’s Equal Opportunities Policy when dealing with the company. Prospective employees will be made aware when receiving information concerning job vacancies.
The company will with best effort select suppliers with similar values and where practical obtain confirmation in writing to this effect.
Should the company encounter discrimination by anyone it will take appropriate action. Examples might include disciplinary action and possible dismissal and termination of supplier contracts.
Major Roy Fitter, Managing and Operations Director, Ram Training Limited
Date: 20th July 2017
Next review date: 20th July 2018