It is unlawful to discriminate, without justification, on grounds of disability or to fail to make reasonable adjustments to overcome barriers to employment caused by disability. From October 2006, it will be unlawful to discriminate unjustifiably on grounds of age in relation to employment. Discrimination after employment may be unlawful, e.g. in refusing to give a reference or in the form of reference given.
It is unlawful to discriminate directly or indirectly in the provision of goods, facilities or services to customers on grounds of sex (which may include gender reassignment), pregnancy, colour, race, nationality, or ethnic or national origins. It is unlawful to discriminate, without justification, on grounds of disability or to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services.
Direct discrimination is treating someone less favourably than another in comparable circumstances for a prohibited reason.
Indirect discrimination is where everyone is treated in the same way but the treatment adversely affects one group more than another and cannot be objectively justified, e.g. requiring everyone to work full time will normally adversely affect more women than men and will be unlawful indirect sex discrimination unless there is a good reason, unrelated to sex, as to why the particular job has to be done on a full-time basis.
Failure to make reasonable adjustments is where arrangements disadvantage an individual because of a disability and reasonable adjustments are not made to overcome the disadvantage.
Victimisation is where someone is treated less favourably than others because he or she has alleged unlawful discrimination or supported someone to make a complaint or given evidence in relation to a complaint.
Equal opportunities in employment
ADK will seek to avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. Disability and personal or home commitments will not form the basis of employment decisions except where necessary.
ADK will seek to consider any possible indirectly discriminatory effect of our standard working practices, including the number of hours to be worked, the times at which these are to be worked and the place at which work is to be done, when considering requests for variations to these standard working practices and will refuse such requests only if we consider we have good reasons, unrelated to any prohibited ground of discrimination, for doing so. We will seek to comply with our obligations in relation to statutory requests for contract variations. We will also make reasonable adjustments to our standard working practices to overcome barriers caused by disability.
ADK monitor the ethnic and gender composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will consider and take any appropriate action to address any problems which may be identified as a result of the monitoring process.
ADK cannot lawfully discriminate in the selection of employees for recruitment or promotion, but ADK may use appropriate lawful methods, including lawful positive action, to address the under-representation of any group which we identify as being underrepresented in particular types of job.
Customers, suppliers and other people not employed by us
ADK will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by us.
Employees should report any bullying or harassment by customers, suppliers, visitors or others to their manager who will take appropriate action.
ADK reserve the right to suspend or temporarily redeploy either the employee suspected of bullying or harassment or the employee raising a complaint of bullying or harassment during the investigations, if it is considered in the interests of the individual(s) or us to do so. Suspension in these circumstances does not constitute disciplinary action and will be on full pay.
Every employee is required to assist ADK to meet our commitment to provide equal opportunities in employment and avoid unlawful discrimination. Employees can be held personally liable as well as, or instead of, us, for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence.
Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under our disciplinary procedure. Conduct of this type will often be gross misconduct which can lead to dismissal without notice.
Copyright © 2005 - 2017 ADK
Environmental Management Limited.
All rights reserved.
Company Registration No. 5620801 VAT Reg. No. 873 9630 82