Introduction

DAS Business Furniture (DAS) is committed to the principle that no employee or job applicant shall receive unfavourable treatment on the grounds of:

• age

• disability

• gender reassignment

• marital status or civil partnership

• race

• pregnancy and maternity

• religion or belief

• sex

• sexual orientation

These are known as protected characteristics, as defined in the Equality Act 2010.

This policy aims to ensure that staff follow this principle of equality. It prohibits acts of discrimination where one individual is treated less favourably than another on the grounds of any one of the above characteristics.

Scope of the policy

This policy applies to all employees, including those on fixed-term contracts or who work part-time.

Role and responsibilities

At DAS Business Furniture:

• The Board of Directors has overall responsibility for this policy

• Employees are responsible for following this policy

Definitions

The Equality Act 2010 identifies different forms of discrimination.

Direct discrimination: where someone is treated less favourably than another person because of a protected characteristic

Indirect discrimination: when a rule or policy applies to everyone but disadvantages a person with a protected characteristic

Harassment: this is behaviour that creates an intimidating and hostile environment in relation to a protected characteristic. Employees can complain of behaviour they find offensive even if it is not directed at them

Victimisation: this occurs when someone is subject to a detriment because they have made or supported a complaint or grievance under the Equality Act 2010

Personal liability

An employee who breaches (or knowingly helps another person to breach) this policy may be held personally liable for committing an act of discrimination. They may, along with the organisation, be subject to legal proceedings.

Recruitment, selection and promotion

With regards to recruitment, selection and internal promotions, it is DAS’ intention to appoint the most skilled, capable and competent candidate for each job.

To achieve this during recruitment:

• The requirements of each job are identified

• All candidates are assessed against the same criteria at each stage of the selection process

All candidates for promotion with appropriate skills, knowledge and experience are given the same degree of consideration.

Training

Educational and vocational courses leading to relevant qualifications are available to all employees equally.

Training in matters relating (directly or indirectly) to equal opportunities is a vital part of training programmes for employees. Training will be provided as part of the induction process and regularly thereafter to:

• Maintain a high awareness of the policy

• Ensure the policy operates as the company intends

The provision of this training means that no employee can claim they are not aware of this policy and use that as an excuse for discriminatory behaviour.

Conditions of employment and provision of benefits and services

All conditions of employment, employee benefits and services apply to all employees equally.

Accommodation and facilities are provided, as far as it is practicable to do so, with proper regard for the needs of those with disabilities.

Consequences of not following this policy

If an individual experiences unfavourable treatment on the grounds of a protected characteristic, the Chief Executive should be contacted.

A member of staff with a grievance about how this policy is applied should follow the company grievance procedure.

It is a disciplinary offence to discriminate intentionally against a fellow employee or job applicant in contravention of this policy.

Monitoring of the policy

The organisation will monitor and continuously review the operation of this policy. We expect all employees to co-operate by providing relevant information where necessary. All such information will be treated as strictly confidential and used solely for this purpose.