Our equal opportunities policy.
Equal Opportunities Policy.
Equal Opportunities Policy - UK Office
We are committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make the best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.
We will meet our statutory obligations under relevant legislation including the Equality Act 2010 and the Human Rights Act 1998. This policy conforms to those Acts and is monitored to ensure compliance with the requirements of the relevant legislation in force from time to time.
We do not discriminate against staff on the basis of their gender, sexual orientation, marital or civil partner status, pregnancy or maternity, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age (the protected characteristics).
The principles of non-discrimination and equality of opportunity also apply to the way in which staff treat visitors, clients, customers, suppliers and former staff members.
All staff have a duty to act in accordance with this policy and treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, regardless of their status.
Your attention is drawn to our separate Anti-harassment and Bullying Policy.
If you have any questions about the content or application of this policy please contact Human Resources in the first instance.
This policy applies to all aspects of our relationship with staff and to relations between staff members at all levels. This includes job advertisements, recruitment and selection, training and development, opportunities for promotion, conditions of service, pay and benefits, conduct at work, capability, disciplinary and grievance procedures and termination of employment.
We will take appropriate steps to accommodate the requirements of different religions, cultures and domestic responsibilities.
Discrimination by or against an employee is generally prohibited unless there is a specific legal exemption. Discrimination may be direct or indirect and it may occur intentionally or unintentionally.
Direct discrimination occurs where someone is treated less favourably because of one or more of the protected characteristics set out above. For example, rejecting an applicant on the grounds of their gender or race because they would not “fit in” would be direct discrimination.
Indirect discrimination occurs when someone is disadvantaged by an unjustified provision, criterion or practice that also puts other people with the same protected characteristic at a particular disadvantage. For example, a requirement to work full time puts women at a particular disadvantage because they generally have greater childcare commitments than men. Such a requirement will need to be objectively justified.
Harassment related to any of the protected characteristics is prohibited. Harassment is unwanted conduct that has the purpose or effect of violating someone’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Please refer to the Company’s Anti-harassment and Bullying Policy for further information.
Victimisation is also prohibited. This is less favourable treatment of someone who has complained or given information about discrimination or harassment or supported someone else’s complaint.
Recruitment and Selection
We aim to ensure that no job applicant suffers discrimination because of any of the protected characteristics above. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities. Job selection criteria are regularly reviewed to ensure that they are relevant to the job and are not disproportionate.
Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. They should include an appropriate short policy statement on equal opportunities and a copy of this policy shall be sent on request to those who enquire about vacancies.
We take steps to ensure that our vacancies are advertised to a diverse labour market.
Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with Human Resources or a Directors approval. For example:
- Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments);
- Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment;
- Positive action to recruit disabled persons;
- Equal opportunities monitoring (which will not form part of the decision-making process).
Applicants should not be asked about past or current pregnancy or future intentions related to pregnancy. Applicants should not be asked about matters concerning age, race, religion or belief, sexual orientation or gender reassignment without the approval of Human Resources or a Director (who will first consider whether such matters are relevant and may lawfully be taken into account).
We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective staff, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. A list of acceptable documents is available from Human Resources.
To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we monitor applicants’ ethnic group, gender, disability, sexual orientation, religion and age as part of the recruitment procedure. Provision of this information is voluntary, and it will not adversely affect an individual’s chances of recruitment or any other decision related to their employment. The information is removed from applications before shortlisting and kept in an anonymised format solely for the purposes stated in this policy. Analysing this data helps us take appropriate steps to avoid discrimination and improve equality and diversity.
Staff training and promotion and conditions of service
Staff training needs will be identified through regular appraisals. All staff will be given appropriate access to relevant training to enable them to progress within the organisation and all promotion decisions will be made on the basis of merit.
Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all staff who should have access to them and that there are no unlawful obstacles to accessing them.
Termination of employment
We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory.
We will also ensure that absence, capability and disciplinary procedures and penalties are applied without discrimination, whether they result in formal warnings, dismissal or other action.
If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.
If you experience difficulties at work because of your disability, you may wish to contact your line manager or the Human Resource Department to discuss any reasonable adjustments that would help overcome or minimise the difficulty. The company may wish to consult with you and your medical adviser about possible adjustments, or if necessary, and with your consent, involve the services of an independent Occupational Health Adviser. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable we will explain our reasons and try to find an alternative solution where possible.
We will monitor the physical features of our premises to consider whether they place disabled workers, job applicants or service users at a substantial disadvantage compared to other staff. Where reasonable, we will take steps to improve access for disabled staff and service users.
Fixed-term employees and agency workers
We monitor our use of fixed-term employees and agency workers, and their conditions of service, to ensure that they are being offered appropriate access to benefits, training, promotion and permanent employment opportunities. We will, where relevant, monitor their progress to ensure that they are accessing permanent vacancies.
We monitor the conditions of service of part-time employees and their progression to ensure that they are being offered appropriate access to benefits, training and promotion opportunities. We will ensure requests to alter working hours are dealt with appropriately under our Flexible Working Policy.
Breaches of the policy
If you believe that you may have been discriminated against you are encouraged to raise the matter through our Grievance Procedure. If you believe that you may have been subject to harassment you are encouraged to raise the matter through our Anti-harassment and Bullying Policy. If you are uncertain which applies, or need advice on how to proceed, you should speak to your Line Manager or Human Resources the HR Manager in the first instance.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure.
Any member of staff who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. We take a strict approach to serious breaches of this policy.
Monitoring and Review
The Directors have overall responsibility for ensuring this policy operates effectively. The Directors will review this policy from time to time to ensure that it meets the legal requirements and reflects best practice. The Directors will also have responsibility for approving any amendments prior to their implementation.
Managers have a day-to-day responsibility for setting the standards of acceptable behaviour expected of staff and must act with fairness and equity. Managers must ensure that decisions relating to recruitment, training and promotion can be objectively justified and that staff receive appropriate Equal Opportunities training.
Every member of staff is required to support this policy to ensure that discrimination does not occur in the workplace.
If any member of staff has any questions regarding this policy, or any suggestions for additions they would like to be considered on review, they may do so by contacting the Human Resources Department or the Directors.
Equal Opportunities Policy - USA Office
sales-i Inc. is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.
The Company will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business. If you need assistance to perform your job duties because of a physical or mental condition, please let the Head of Human Resources know by emailing firstname.lastname@example.org. Employees may also contact the ADP MyLife Advisors at (800) 554-1802.
The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on the Company’s operations. If you wish to request such an accommodation, please speak to the Head of Human Resources by emailing email@example.com. Employees may also contact the ADP MyLife Advisors at (800) 554-1802.
If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your supervisor or the Head of Human Resources. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be a violation of this policy, please contact your second level supervisor.
Note: If your supervisor or next level manager is the person toward whom the complaint is directed you should contact any higher-level manager in your reporting chain. The HR email address directs straight to the Head of Human Resources, firstname.lastname@example.org. Employees may also contact the ADP MyLife Advisors at 800-554-1802 if they are uncomfortable for any reason using the above procedure. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity.
If you feel you have been subjected to any such retaliation, report it in the same manner you would report a perceived violation of this policy. To ensure our workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge.
If you have any question regarding this policy, please direct them to email@example.com. You will receive a direct response from the HR Team as soon as possible.