Equal Employement Oportunity Policy


Equal Opportunities Policy

It is our policy to treat job applicants and employees in the same way, regardless of their sex, sexual orientation, age, race, ethnic origin or disability. Further, we will monitor the composition of the workforce and introduce positive action if it appears that this policy is not fully effective.

Equal Opportunities Procedure


We are an equal opportunity employer. Equal opportunity is about good employment practices and efficient use of our most valuable asset, our employees. Every manager and employee has personal responsibility for the implementation of the policy. Any instance of doubt about the application of the policy, or other questions, should be addressed to Liza Garrido as should any requests for special training.

We will not discriminate on grounds of sex, marital status, ethnic origin, colour, nationality, disability or other grounds of discrimination not prohibited by legislation such as sexual orientation, age and so forth.

Policy scope

The policy applies to the advertisement of jobs, recruitment and appointment, training, conditions of work, pay and to every other aspect of employment. The policy also applies equally to the treatment of our customers/clients. Staff involved in recruitment in particular should request training if they have any doubt about the application of this policy.

Employees should note that the imposition of a condition or requirement which has an adverse impact on someone, because his or her sex, race or marital status is more likely to be affected by it, will also be unlawful unless it can be justified on grounds of business need. (For example, a height requirement will eliminate some men, but proportionately more women, and so be unlawful.) In all situations Liza Garrido should be consulted.


Employees with disabilities or who become disabled in the course of their employment should inform and may also wish to advise the company of any “reasonable adjustments” to their employment or working conditions which they consider to be necessary tor would assist them in the performance of their duties. Careful consideration will be given to any proposals of this nature and, where reasonable and reasonably practicable, such adjustments will be made. There may however be circumstances where it wil not be reasonable or reasonably practicable for the company to accommodate those proposals and where less favourable treatment may be justified in accordance with the statutory provisions.


Any member of staff may use the grievance procedure to complain about discriminatory conduct. If the matter relates to sexual or racial harassment, or harassment on the basis of disability, then the grievance may be raised directly with Liza Garrido. The company is concerned to ensure that staff feel able to raise such grievances and no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.

Disciplinary measures

Any employee who harasses any other employee on the grounds of race, sex or disability will be subject to the organization’s disciplinary procedure. In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.


The composition of the workforce and of job applicants will be monitored on a regular basis. Should inequalities become apparent, positive action will be taken to redress the imbalance, including such measures as:

  • Advertising jobs in ethnic or female publications, as appropriate
  • Referral for assertiveness training
  • Referral for English language training
  • Encouraging under-represented groups to apply for suitable training posts
  • Making contact with people with disabilities through employment agencies.

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