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Policy on Equal Opportunities

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					                                                   Policy on Equal Opportunities
Introduction
ScottishPower is committed to equal opportunities for all, irrespective of age, colour, disability, ethnic or
national origin, marital status, nationality, race, religion, belief, sex, sexual orientation, or other
considerations not justified in law which are irrelevant to the performance of the job.

The Company is committed to taking positive action to promote such equality of opportunity in relation to
recruitment, promotion, transfer, training, benefits, facilities, procedures and all terms and conditions of
employment.

ScottishPower shall through the application of all its policies seek to appoint, develop and retain the people
required to meet its business objectives.

It is ScottishPower's objective to achieve best practice in all employment policies and procedures to support
its Policy of ensuring equality of opportunity for all existing and potential employees. In addition
ScottishPower is committed to ensuring that former employees are not treated detrimentally in relation to
any complaint of discrimination arising out of the employment relationship.

In addition to employees, this Policy will apply to the Company’s treatment of agency staff, contractors,
consultants or any other person working for or on behalf of ScottishPower. The Company will also expect
other persons working for or on behalf of ScottishPower to be aware of and comply with this Policy.

Discrimination is viewed by ScottishPower as serious misconduct and as such will be subject to action under
the Disciplinary Procedure. Employment Tribunal proceedings for discrimination can be taken against both
employers and employees and in some cases, an individual employee may be found personally liable to
compensate the person bringing the claim of unlawful discrimination.


Implementation
ScottishPower is committed to a fully effective Equal Opportunities Policy and will: -

    ⇒   through appropriate communications, ensure that this Policy is understood and implemented, and
        that all individual employees fully understand their personal responsibilities;

    ⇒   ensure that all agency workers, contractors, consultants and any other persons working for or on
        behalf of ScottishPower are fully aware of and comply with this Policy;

    ⇒   make appropriate provision for the implementation of this Policy;

    ⇒   review its recruitment, selection, employment practices and opportunities for training and
        development; and

    ⇒   monitor the effectiveness of the Policy, aiming for continuous improvement in all aspects of equal
        opportunities in employment.


Responsibilities
HR
The Employment Policy Team is responsible for the maintenance and review of the Policy on Equal
Opportunities on behalf of the Board of Directors of ScottishPower. This Policy will be reviewed to ensure its
effectiveness and any changes arising from this review will be communicated to employees, their
representatives, suppliers and other parties. Any revisions to the policy will be made in line with the HR
Employment Policy Governance process. 1HR Direct will provide advice and guidance on the application of
the policy.

Managers/Supervisors
All managers/supervisors have a personal responsibility to ensure that the Policy is consistently and
appropriately implemented and to ensure that all individuals for whom they are responsible are aware that
they have an obligation at all times to uphold and promote this Policy and to comply with all relevant
legislation and the relevant Codes of Practice.
Employees
All employees should ensure that they understand the Policy on Equal Opportunities.

They should treat fellow employees, agency workers, job applicants, contractors, consultants and customers
fairly, regardless of age, colour, disability, ethnic or national origin, marital status, nationality, race, religion,
belief, sex or sexual orientation.

If an employee feels they have been discriminated against they should talk to their manager or supervisor
who may be able to resolve the complaint informally, between the various parties involved. This will be done
confidentially and dealt with promptly. If an informal approach is unsuccessful, or inappropriate, the
Grievance Procedure should be used, and this process will be treated in strictest confidence and dealt with
promptly. The Grievance Procedure is not applicable to agency workers, contractors or consultants.

Other workers
Other persons working for or on behalf of ScottishPower are expected to be aware of and comply with this
Policy. It should be noted, however, that the Grievance Procedure referred to in this Policy only applies to
employees of ScottishPower. If an agency worker, contractor or consultant feels they have been
discriminated against they should talk to their employing agency or company as appropriate.


Cross References
Legislation/Codes of Practice
Race Relations Act 1976
Employment Equality (Religion or Belief) Regulations 2003
Sex Discrimination Act 1975 & 1986
Employment Equality (Sexual Orientation) Regulations 2003
Disability Discrimination Act 1995
Equal Pay Act 1970 & Equal Pay (Amendment) Regulations 1983
Equal Opportunities Commission Code of Practice for the elimination of sex and marriage discrimination
Code of Practice for the elimination of racial discrimination and the promotion of equality of opportunity in
employment
Age Diversity in Employment: A Code of Practice
Code of Practice for the elimination in the field of employment against disabled persons or persons who
have had a disability

ScottishPower Policies
Policy on Racial & Religion Discrimination
Policy on Sex & Sexual Orientation Discrimination
Policy on People with Disabilities
Policy on Harassment
Code of Conduct and Disciplinary Rules
Disciplinary Procedure
Grievance Procedure



Further Help
If you require further information, there are several sources of help:

Manager
1HR Direct (Internal speed dial 147 or 01698 396 465)
Employment Policy Team, Corporate Office
Occupational Health Adviser
Trade Union Representative
The Employers Forum on Disability www.employers-forum.co.uk
The Employers’ Forum on Age http://www.efa.org.uk
Equal Opportunities Commission www.eoc.org.uk
Commission for Racial Equality www.cre.gov.uk


Version
Original Version:   March 1997
Last Updated:       December 2003

				
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Description: Policy on Equal Opportunities