The Council is committed to the principle of equal opportunity in employment. The Council’s policy is that no job applicant and no employee shall receive less favourable treatment than another on grounds of gender, age, disability, family circumstances, marital status, being lesbian or gay, race, colour, nationality or ethnic or national origin, trade union activity or religion and none shall be disadvantaged by conditions or requirements other than on a genuine occupational requirement basis.
In addition to its moral responsibility the Council recognises its obligation under theSex Discrimination Act 1975, the Race Relations Act 1976 as amended, the Equal Pay Act 1984 and the Disability Discrimination Act 1995.
As a major employer the Council is committed to take positive action to eliminate discrimination and to redress past imbalances in order to provide genuine equality of opportunity.
The Council recognises that services need to be delivered by a workforce that reflects the diversity of the community and it is necessary therefore for these groups to be represented at all levels and within all types of work.
The policy and its practice will be continually monitored to ensure its effectiveness.
Employment Practices
The Council will actively promote equal opportunity through the application of employment policies which will ensure that individuals receive treatment which is fair, equitable and consistent with their relevant aptitudes, potential, skills and abilities.
The Council will ensure that individuals are recruited, selected, promoted and treated on objective criteria, having regard to relevant experience, potential, skills and abilities. In particular, no applicant or employee will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job, or which constitute indirect unfair discrimination.
All service conditions will be reviewed to ensure they do not discriminate against any particular group, but provide for the varying needs of the entire workforce.
Training and Development
The Council will provide suitable and relevant equal opportunity training to staff.
The Council will provide positive action programmes to promote training for those discriminated against groups to assist them to enter areas of employment where they are under-represented.
Harrassment
The Council will not condone any harassment of any employee by another employee. Special procedures have been drawn up to deal with complaints of harassment.
Grievance and Disciplinary Procedures
Existing Grievance and Disciplinary Procedures will be kept under review to ensure they are appropriate and adequate to cover all aspects of the Equal Opportunities Policy.
Organisational Agreement
Whilst the Head of Human Resources will be responsible for implementing and monitoring the operational effectiveness of the Policy, it is the duty of each Chief Officer, Manager and individual employee to actively promote equality of opportunity within their own sphere of responsibility. Separate arrangements operate for school-based staff in Children's Services and Lifelong Learning.
Monitoring
The Council is committed to an efficient and confidential monitoring system to ensure effective implementation of the Policy.
Complaints
To safeguard individual rights under the policy, any employee who wishes to complain about the application or non-application of the policy may:
(a) raise the matter through the normal grievance procedure;and/or
(b) seek trade union support in the normal way;
or (c) contact the Head of Human Resources or, if a teacher or school-based employee, the Corporate Director of Lifelong Learning, Leisure & Cultural Services
Any prospective employee who wishes to complain about the application or non-application of the policy may contact the Head of the relevant department.