Mattinson Partnership Equal Opportunities Policy
1.1 Mattinson Partnership Ltd is committed to a policy of equal opportunities for all employees, workers and applicants and shall adhere to such a policy at all times and will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. Mattinson Partnership Ltd will treat everyone equally irrespective of sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs or membership or non-membership of a Trade Union or spent convictions, and places an obligation upon all staff to respect and act in accordance with the policy. Mattinson Partnership Ltd is committed to providing training for all its’ staff in equal opportunities practice.
1.2 Mattinson Partnership Ltd shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers Mattinson Partnership Ltd will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties required by the particular vacancy.
1.3 Mattinson Partnership Ltd will not accept instructions from clients that indicate an intention to discriminate unlawfully.
Direct discrimination occurs where one individual treats or would treat another individual less favourably on grounds of sex, sexual orientation, gender reassignment, marital or civil partnership status, disability, colour, race, nationality, ethnic or national origin, religion or belief, political beliefs (“the protected categories”).
It is unlawful for a recruitment consultancy to discriminate against a person on the grounds that they are members of a protected category.-
Direct discrimination would also occur if a recruitment consultancy accepted and acted upon a job registration from an employer which states that certain persons are unacceptable because they are members of a protected category, unless one of the exceptions applies, for instance, the job demands a genuine occupational requirement.
A claim of indirect discrimination arises when an employer applies a provision, criterion or practice generally, but which is such that a proportion of persons in a protected category who can comply with it is considerably smaller than the proportion of persons who are not in that protected category.
Indirect discrimination would also occur if a recruitment consultancy accepted and acted upon an indirectly discriminatory instruction from an employer.
If the vacancy falls within the definition of a genuine occupational requirement or any other statutory exception Mattinson Partnership Ltd will not deal further with the vacancy unless the client provides written confirmation of the genuine occupational requirement
3. DISABLED PERSONS
3.1 Direct Discrimination
Direct discrimination against a disabled person occurs where, if for a reason which relates to the person's disability, an individual:
3.2 Mattinson Partnership Ltd will not discriminate against a disabled job applicant or employee on the grounds of disability -
Mattinson Partnership Ltd will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.
3. AGE DISCRIMINATION
Mattinson Partnership Ltd will encourage clients not to include any age criteria or other subjective criteria in job specifications and every attempt will be made to persuade clients to recruit on the basis of competence and skill and not age.
The Mattinson Partnership Ltd is committed to recruiting and retaining employees whose skills, experience, and attitude are appropriate to the requirements of the various positions regardless of age.
As far as is reasonably possible, no age requirements will be stated in any job advertisements on behalf of the company.
The Mattinson Partnership Ltd will not request age as part of its recruitment process.
4. PART-TIME WORKERS
This Equal Opportunities Policy also covers the treatment of those employees and workers who work on a part-time basis. The Mattinson Partnership Ltd recognises that it is an essential part of this policy that part time employees are treated on the same terms as full time employees (albeit on a pro rata basis) in matters such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to the Company’s pension scheme. The Mattinson Partnership Ltd also recognises that part time employees must be treated the same as full time employees in relation to training and redundancy situations.5. HARASSMENT
Mattinson Partnership Ltd is committed to providing a work environment free from unlawful harassment.
5.5 If you believe that you have been unlawfully harassed, you should make an immediate report David Mattinson, followed by a written complaint as soon as possible after the incident. Your complaint should include:
7. COMPLAINTS AND MONITORING PROCEDURES
Mattinson Partnership Ltd has in place procedures for dealing with complaints of discrimination. These are available from David Mattinson and will be made available immediately upon request.