Equal Opportunities Policy

Equal Opportunities Statement

1.1 Commitment to Equality

At Arc Inclusion, we are committed to promoting equal opportunities in employment. All employees and job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation (Protected Characteristics).

1.2 Policy Overview

This policy outlines our approach to equal opportunities and the prevention of discrimination at work. It applies to all aspects of employment, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

1.3 Scope

This policy applies to all employees, officers, consultants, contractors, casual workers, and agency workers.

Discrimination

1.4 General Prohibition

Employees must not unlawfully discriminate against or harass others, including current and former employees, job applicants, clients, suppliers, and visitors. This applies both in and outside the workplace, including during work-related trips or events and when representing Arc Inclusion.

1.5 Prohibited Forms of Discrimination

The following behaviours are prohibited under this policy:

Harassment: Unwanted conduct related to a Protected Characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Bullying: Includes public or private disciplining in an unnecessarily abrasive manner or making derogatory remarks.
Sexual Harassment: Includes inappropriate comments, physical contact, or displaying offensive materials.
Racial Discrimination: Includes making derogatory remarks about race, ethnicity, or cultural practices.
Banter: Persistent comments or jokes based on Protected Characteristics that are deemed offensive by the recipient.

We will only retain your data for as long as necessary to perform these processes.

Direct Discrimination: Treating someone less favourably because of a Protected Characteristic.
Indirect Discrimination: Applying policies or practices that disproportionately disadvantage individuals with a Protected Characteristic without justification.
Victimisation: Subjecting someone to a detriment for making or supporting a complaint under this policy.
Associative Discrimination: Discrimination based on association with someone who has a Protected Characteristic.
Perceptive Discrimination: Discrimination based on a mistaken perception that someone has a Protected Characteristic.
Failure to Make Reasonable Adjustments: Failing to adapt policies or practices to accommodate individuals with disabilities.

Recruitment and Selection

1.6 Merit-Based Selection

All recruitment and promotion decisions will be made based on merit and objective criteria, avoiding discrimination. Shortlisting will involve more than one person and include HR oversight where possible.

1.7 Inclusive Advertising

Job advertisements will avoid stereotyping or wording that might discourage applications from particular groups.

1.8 Disability and Health Inquiries

Questions about health or disability will not be asked before a job offer is made, except under limited exceptions (e.g., to establish the ability to perform intrinsic job functions).

1.9 Right to Work

All prospective employees must provide original documentation to demonstrate their right to work in accordance with legal requirements.

1.10 Monitoring

We monitor applications for equality and diversity purposes. This information is anonymised and used solely for monitoring compliance with this policy.

Management Responsibilities

1.11 Accountability

Managers are responsible for upholding this policy and ensuring employees maintain professional conduct. Complaints must be handled quickly, sensitively, and effectively.

Employee Responsibilities

1.12 Conduct Expectations

All employees are responsible for their own behaviour and must adhere to this policy.

1.13 Reporting Issues

Employees subjected to unacceptable treatment should raise the issue promptly. Employees must also use the complaints procedure to address ongoing concerns.

1.14 Liability

Employees may be held personally liable for unlawful discrimination or harassment. Serious misconduct may result in dismissal.

Complaints Procedure

1.15 Informal Resolution

Employees are encouraged to resolve issues informally by communicating clearly that the behaviour is unwelcome.

1.16 Formal Complaints

Formal complaints should be made to a manager or HR, providing details of the incidents and desired resolution.

1.17 Investigation and Outcomes

Complaints will be investigated promptly and objectively. Disciplinary action may be taken for breaches of this policy, up to and including dismissal.

Training and Monitoring

1.18 Training Opportunities

Training needs will be assessed regularly to ensure equal access to development opportunities.

1.19 Monitoring Employment Practices

We monitor workforce composition and promotions to ensure fairness and remove barriers where identified.

Disabilities

1.20 Support and Adjustments

Employees with disabilities are encouraged to discuss their needs to ensure appropriate adjustments can be made.

1.21 Accessibility Monitoring

We will review workplace accessibility and make reasonable changes to accommodate employees with disabilities.

Part-Time and Fixed-Term Work

1.22 Equal Treatment

Part-time and fixed-term workers will receive terms and conditions comparable to full-time employees unless different treatment is justified.

Breaches of This Policy

1.23 Disciplinary Action

Breaches of this policy will be addressed under the Disciplinary Procedure. Serious cases of discrimination may result in dismissal.

1.24 Reporting Discrimination

Employees should report instances of discrimination promptly. Complaints will be treated confidentially and investigated appropriately.

1.25 Protection from Victimisation

Employees making complaints in good faith will be protected from retaliation. False or malicious complaints may result in disciplinary action.