Fillable Printable Equal Opportunities Policy Sample
Fillable Printable Equal Opportunities Policy Sample
Equal Opportunities Policy Sample
Template Policies and Procedures
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TEMPLATE EQUAL OPPORTUNITIES POLICY
1. INTRODUCTION
1. INTRODUCTION 1. INTRODUCTION
1. INTRODUCTION
XXXX recognises that it is essential to provide equal opportunities to all people without
discrimination. This policy sets out the organisation's position on equal opportunity in all
aspects of employment, including recruitment and promotion, and provides guidance to
employees at all levels to act fairly and prevent discrimination on the grounds of sex, race,
marital status, disability as defined by the Disability Discrimination Act 1995, part-time
and fixed term contract status, age, sexual orientation or religion.
2. DEFINITION OF DISCRIMINATION
2. DEFINITION OF DISCRIMINATION 2. DEFINITION OF DISCRIMINATION
2. DEFINITION OF DISCRIMINATION
(a) Discrimination can be direct or indirect. Both forms of discrimination must be avoided.
(b) Direct discrimination occurs when one person is treated less favourably than another
on grounds relating to sex, race, marital status, age, disability, sexual orientation or
religion.
(c) Indirect discrimination occurs where a requirement is imposed which can be complied
with by a smaller proportion of persons of a particular sex, race, marital status, disability,
age, part-time or fixed term contract status, sexual orientation or religion, than persons in
another group and which is not objectively justifiable in the given situation. Examples
include:
• seeking job applications only from persons under 27 years of age and with five years'
post-graduate experience;
• demanding technical qualifications for a job which are not strictly necessary;
• sending only full time employees on training courses.
3. STATEMENT OF POLICY
3. STATEMENT OF POLICY 3. STATEMENT OF POLICY
3. STATEMENT OF POLICY
(a) It is the policy of XXXX to ensure that no job applicant or employee receives less
favourable treatment on the grounds of sex, race, marital status, disability, age, part-time
or fixed term contract status, sexual orientation or religion, or is disadvantaged by
conditions or requirements that cannot be shown to be justifiable. The organisation is
Organisations use a vast array of internal policies and procedures, but the most appropr
iate
policies will always depend on the size and nature of the individual organisation. It is often
ineffective to copy model policies, rather than taking time to develop them individually. Policies
are effective if they are developed and reviewed on an ongoing basis with the involvement of
staff, and are tailored to suit the specific needs of an organisation and its activities.
With this in mind NIDOS has provided a number of example generic policies which can be used
as guides
as guidesas guides
as guides when developing your own policies. We hope that these example policies may help to
save time in developing your own policies, but we stress that they are only examples and should
they are only examples and should they are only examples and should
they are only examples and should
not simply be copied
not simply be copiednot simply be copied
not simply be copied.
Disclaimer
DisclaimerDisclaimer
Disclaimer
NIDOS accepts no responsibility for any third party loss or consequences arising from the use of these
example policies.
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committed not only to its legal obligations but also to the positive promotion of equality of
opportunity in all aspects of employment.
(b) The organisation recognises that adhering to the Equal Opportunities Policy, combined
with relevant employment policies and practices, maximises the effective use of
individuals in both the organisation´s and employees´ best interests. XXXX recognises the
great benefits in having a diverse workforce with different backgrounds, solely employed
on ability.
(c) The application of recruitment, training, and promotion policies to all individuals will be
on the basis of job requirements and the individual´s ability and merits.
(d) All employees of the organisation will be made aware of the provisions of this policy.
4. RECRUITMENT AND PROMOTION
4. RECRUITMENT AND PROMOTION 4. RECRUITMENT AND PROMOTION
4. RECRUITMENT AND PROMOTION
(a) Advertisements for posts will give sufficiently clear and accurate information to enable
potential applicants to assess their own suitability for the post. Information about vacant
posts will be provided in such a manner that does not restrict its audience in terms of sex,
race, marital status, disability, age, part-time or fixed term contract status, sexual
orientation or religion.
(b) Recruitment literature will not imply a preference for one group of applicants unless
there is a genuine occupational qualification which limits the post to this particular group,
in which case this must be clearly stated.
(c) All vacancies will be circulated internally.
(d) All descriptions and specifications for posts will include only requirements that are
necessary and justifiable for the effective performance of the job.
(e) All selection will be thorough, conducted against defined criteria and will deal only with
the applicant´s suitability for the job. Where it is necessary to ask questions relating to
personal circumstances, these will be related purely to job requirements and asked to all
candidates.
5. E
5. E5. E
5. EMPLOYMENT
MPLOYMENT MPLOYMENT
MPLOYMENT
(a) XXXX will not discriminate on the basis of sex, race, marital status, disability, age, part-
time or fixed term contract status, sexual orientation or religion in the allocation of duties
between employees employed at any level with comparable job descriptions.
(b) XXXX will put in place any reasonable measures and/or adjustments within the
workplace for those employees who become disabled during employment or for disabled
appointees.
(c) All employees will be considered solely on their merits for career development and
promotion with equal opportunities for all.
6. TRAINING
6. TRAINING 6. TRAINING
6. TRAINING
(a) Employees will be provided with appropriate training regardless of sex, race, marital
status, disability, age, part-time or fixed term contract status, sexual orientation or religion.
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(b) All employees will be encouraged to discuss their career prospects and training needs
with their Line Manager or the HR Department.
7. MONITORING
7. MONITORING 7. MONITORING
7. MONITORING
(a) It is the responsibility of the Head of HR to ensure that all aspects of this policy are kept
under review and are operated throughout the organisation.
(b) Where it appears that applicants/employees are not being offered equal opportunities,
circumstances will be investigated to identify any policies or criteria which exclude or
discourage certain employees and, if so, whether these are justifiable.
8. Grievances and victimisation
(a) Discrimination is considered to be unacceptable conduct which may lead to disciplinary
action under XXXX’ Disciplinary Procedure.
(b) Any complaints of discrimination will be pursued through the organisation´s Grievance
Procedure.
