The aim of this policy is to communicate the commitment of the Managing Director, Directors and senior management team to the promotion of equality of opportunity in TODD Architects.
We are opposed to all forms of unlawful and unfair discrimination and commit not to differentiate on the grounds of ethnicity, race, religion or political belief (or lack of), gender, sexual orientation, gender reassignment, pregnancy, maternity, marital status, age or disability in all stages of our employment life cycle.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.
This policy applies to all those who apply to or work for TODD Architects to include:
- Job applicants and potential applicants
- Contract workers
- Agency workers
- Trainee workers and students on work experience or placements
- Volunteer workers
- Former employees.
We are committed to:
- Promoting equality of opportunity for all persons
- Promoting a good and harmonious working environment in which all persons are treated with respect
- Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
- Fulfilling all our legal obligations under the equality legislation and associated codes of practice
- Complying with our own equal opportunities policy and associated policies
- Taking lawful affirmative or positive action, where appropriate
- Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.
Our Directors and Associates have specific responsibility for the effective implementation of this policy. We expect all our employees to abide by the policy and help create the equality environment that we expect.
In order to implement this policy, we shall:
- Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
- Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
- Provide equality training and guidance as appropriate, including training on induction and management courses.
- Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
- Incorporate equal opportunities notices into general communications practices (eg, staff newsletters, intranet)
- Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
- Ensure that adequate resources are made available to fulfil the objectives of the policy.
Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.
The effectiveness of our equal opportunities policy will be reviewed regularly at least annually and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.
Any complaint of unequal treatment will be dealt with initially informally with a view to reaching a resolution. However, if the complaint is not resolved, the grievance procedure will be followed. All concerns will be fully investigated. Any individual suspected or accused of discrimination will be managed in line with the practice’s disciplinary procedure.
Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.