Equal Opportunities

1. Purpose

To promote equal treatment for all employees or potential employees in line with the Policy Statemnet and ensure that this is managed in such a way that

Auros complies with the Equal Opportunties legislation and Codes of Practice.

Issues regarding the employment of disabled persons and harassment are also referred to in policies specifically designed to cover these issues.

2. Scope

All established and temporary employees as well as job applicants. This policy has particular relevance to all those concerned with recruitment, training and promotion procedures and/or decisions.

3. Policy Statement

We are committed to equality of opportunity in all of our employment practices, policies and procedures.  No employee or potential employee will therefore receive less favourable treatment due to their race, creed, colour, nationality, ethnic origin, age, religion, connection with a national minority, gender, gender reassignment, sexual orientation, marital status, membership or non membership of a trade union or, unless justifiable, disability.

4. Job Design

The design of jobs, working hours and related practices can discriminate directly or indirectly against certain groups of applicants.  As vacancies arise or departments are restructured, the requirements of individual jobs will be reviewed and redesigned where necessary in order to ensure the broadest possible catchment of essential recruits of suitable calibre.

Auros recognises the need to consider introducing, where appropriate, flexible working patterns such as job share, part-time working and/or partial home working where an employee has a need to reduce their working hours.  These methods of working will be considered dependant on business needs.

5. Advertisements

All vacancies will normally be advertised within Auros in order to provide an equal opportunity for all interest persons to apply.  All external recruitment will be conducted according to the Recruitment Policy (available on request).  Applications will be encouraged from all suitably qualified individuals.

An exception to the above applies when special arrangements are made for the redeployment of personnel who would otherwise be at risk of redundancy.

6. Recruitment, Transfers and Promotions

Personal details which are not necessary for a recruitment decision to be made - such as marital status, number of children, next of kin, gender, race or creed are therefore not to be requested from a job applicant.

Prior to the selection process beginning, managers will examine all selection criteria to ensure that they are related to the job requirement and are not unlawfully discriminatory.

Auros shall not insist upon higher education or professional qualifications other than those which are strictly necessary for the job.  In assessing qualifications, it will not be assumed that overseas diplomas or degrees are of a lower standard than their UK equivalents.  Wherever possible, experience may count as an equivalent to professional qualifications, the requirements for which will then be waived wherever possible.

All appointments will be made solely on merit, and in compliance with the Policy Statement.

7. Training & Development

The criteria for selecting employees for training opportunities must be non-discriminatory.  These will be based upon the employee’s merits, abilities and needs, business needs, and the availability of appropriate work-related courses.  Whenever practible, training will be arranged so that all categories of employees may attend (e.g. part-timers).

All training programmes provided by the Auros or its approved suppliers will be asked to support the aims of this policy.

8. Redundancy & Redeployment

With reference to the appropriate policies, the selection for redundancy and/or redeployment must be conducted in a manner which avoids any direct or indirect discrimination.  Specific statutory protection applies to persons who are either pregnant, on maternity, adoption, parental or paternity leave, or who are nursing mother.

9. Other Policies

All Organisation policies, remuneration opportunities, hours of work, unsocial hours, appraisal scheme, disciplinary procedure and benefits are designed to promote equal opportunity and protection for all employees.

The Organisation is also committed to ensuring that it recognises cross cultural differences.  To this end, the Organisation acknowledges different religious/festival requirements and aims to take steps to accommodate reasonable requests for annual leave during such periods.

10. Communication

Where necessary any communication initiative will take account of literacy difficulties, communication disabilities, and be aware if the recipients’ first language is not English.

11. Adhere to Policy

It is the responsibility of managers to ensure that the minimum standards established within this policy are adhered to within their area of responsibility and review the efectiveness of the policy.

All employees, at every level, must:

• Co-operate with any measures introduced to ensure equal opportunity
• Report any suspected discriminatory acts or practices
• Not induce or attempt to induce others to practice unlawful discrimination
• Not victimise anyone as a result of them having reported or provided evidence of discrimination
• Not harrass, abuse or intimidate others on account of their race, gender etc.
• Not canvass job applicatnts in an attempt to discourage them from applying or taking up a post

Any breach of the Equal Opportunities Policy will be dealt with through the disciplinary procedure.  Serious offences, such as harrassment, will be dealt with as gross misconduct.

12. Grievances

Any employee who has a concern regarding the application of this policy must make use of Auros's grievance procedure. Where there is a concern regarding

harassment, the particular procedure contained within the Harrassment Policy (available on request) should be followed.

Any prospective employee may also submit a grievance, which must be in writing, to an Auros Director within 10 working days of any alleged incident.  An investigation will then be conducted and the individual will receive a written report as to the outcome.

13. Responsibility

Responsibilities are clearly defined within the Foreword of the Auros Employee Handbook (available on request).