When we make decisions, the Equality Act 2010 gives us a duty to take into account the need to: “eliminate discrimination, harassment and victimization; advance equality of opportunity; and foster good relations”. This covers, age, disability, gender reassignment, marital or civil partnership status, pregnancy and motherhood, race (including ethnic or national origin, colour and nationality), religion or belief (including lack of belief), sex and sexual orientation.
As regards recruitment, promotion and training we will ensure that:
All vacancies are advertised so as to reach the widest possible audience.
Recruitment methods are placed under constant review, so as to eliminate practices which might unfairly affect a particular group, or which are not related to job requirements
Application forms do not contain criteria or requirements, which could disadvantage a particular group
The recruitment selection process, including the use of tests etc, will not unfairly exclude any candidate and any methods are used constantly throughout
Any decisions made involving recruitment or promotion will not be based in preconceived notions or ideas.
Interviewers are as far as is reasonably possible aware of the different cultural and behavioural patterns of ethnic minorities
All opportunities for promotion will be made known to all relevant employees and promotion procedures do not have the effect of being discriminatory
Any Employee with the responsibility for recruitment and selection will be fully aware of this policy and the requirements therein
Information/instruction and/or training on equal opportunities. Is provided or made available to managers, supervisors and all employees
All employees are granted equal opportunity to develop skills and enable them to advance their careers
We will undertake the practical implementation and review of this policy by:
Ensuring the policy is disseminated throughout the company to all managers and staff, particularly those with responsibility for recruitment and management.
Consult regularly with employees and trade unions via team briefings; tool-box talks etc with regard to this policy and its effectiveness.
Continuously review the policy to ensure it is appropriate and effective. In doing this we will consult with Trade Unions and staff representatives, particularly with regard to any proposed amendments to the policy contents.
Policy statement
Kimpton Limited will confirm that whilst working on appointed client’s property or sites that the company and all appointed sub-contractors of the company will adhere to the above stated policies in relation to Equality and Diversity and that the company recognise the need to comply with the legislation and codes of practice listed
Kimpton Limited will in both its provisions of services and as an employer ensure equality of opportunity for all persons regardless of race, sex, age, marital status, sexual orientation, religious beliefs, disability or employment status.
This policy will apply to all our dealings with clients and subcontractors as well as our own employees, with regards to employment; this principle will apply to the recruitment, training, pay and conditions of employment of all persons
References: Equality Act 2010; and various Equality and Human Rights Commission Codes of Practice’
