Paul Bowler Training (herein after referred to as “the company” is proud to be part of a multi-cultural society. The company is an equal opportunities employer and training body. We are committed to respect for human rights and to the principle of diversity and equality in employment, education, examinations, training and related activities.
We value diversity and aim to ensure that all those who work and train with us directly and indirectly are treated as individuals, regardless of age, disability, family responsibility, marital status, race, colour, ethnicity, nationality, religion or belief, gender, sexual orientation, trade union activity, socio-economic background, or other relevant distinction.
The company is committed to managing equality and diversity as an employer and a prospective employer in line with the requirements of the Employment Equality Acts, 1998 – 2008. In line with this commitment, our policy is to prevent all unlawful and unfair discrimination and to value the differences that an equal and diverse workforce brings to the organisation.
It is our policy to treat all employees, prospective employees, contractors, suppliers, contracted trainers/tutors, delegates and students fairly and equally regardless of their gender, civil status, family status, sexual orientation, religious belief, age, disability, race, membership of the Traveller Community or any other irrelevant factor. Furthermore, the company will adhere to the legislation which provides equality in the case of maternity leave, part-time and flexible work arrangements.
This policy applies to recruitment and selection, terms and conditions of employment (including pay, promotion, work assignment, training and transfer), redundancy and every other aspect of employment.
The Director has overall responsibility for the application of the policy across the organisation. However, all employees and contracted trainers/tutors have a legal duty not to discriminate against other staff members, potential employees, clients, delegates and students, and are expected to promote the spirit of the diversity and equal opportunities policy to the full.
We request that all employees and contracted trainers/tutors of the company take individual responsibility to ensure they comply with this policy and fully support and promote the principles of diversity and inclusivity. Any breach or alleged breach of the policy will be taken seriously, investigated fully and may result in action under one or more of the organisation’s harassment, disciplinary or grievance procedures. In serious cases such behaviour may constitute gross misconduct and may result in dismissal.
The company will monitor and review the effectiveness of this policy and associated procedures. It will also develop and offer work arrangements that help to meet the needs of the diverse workforce in balancing family and work obligations.
This policy will be communicated at every level and site of our organisation and to all workers, free-lance workers, agents, suppliers and contracting agencies.
Should employees or contracted trainers/tutors feel that they have not been treated fairly with regard to employment equality, they may utilise the company’s grievance procedure or equality procedures. Employees or trainers/tutors will not be penalised, victimised or treated less favourably because of pursuing rights by way of taking action, supporting action or giving notice of intention to take support action under equality legislation.
Conditions of Employment
Terms and conditions of employment will be applied equally to all employees and contracted trainers/tutors.
The organisation seeks to provide equal pay for like work.
The organisation endeavours to provide a work environment free from discrimination, harassment, sexual harassment and bullying.
Promotion and Progression
It is our policy to encourage selection, promotion and progression of staff within the company regardless of their gender, civil status, family status, religious beliefs, race, age, sexual orientation, disability or membership of the Traveller Community. The company is committed to monitoring the promotion process, where feasible, to assess equality of opportunity in this area.
• The company will provide equal opportunities for the training and development of all employees, and will ensure that, where possible and applicable, employees with disabilities are facilitated in making a full contribution through reasonable accommodation.
• The company will give equal access of opportunity to all employees for promotion in line with the company’s policy.
• Staff vacancy notices will invite applications for promotional vacancies in a non-discriminatory manner.
• Applicants will be assessed solely on relevant qualifications, relevant knowledge, work experience and competencies.
•
Recruitment
• All applicants will be assessed only on the basis of merit through job-related criteria such as skills, qualifications, competencies and work experience.
• The recruitment process will be carried out objectively and individuals judged on their merit and their ability to do the job.
• We will put a system in place to ensure that those involved in the recruitment process do not make assumptions about the capacity of individuals because of any of the nine grounds of the equality legislation and will not put those individuals at a disadvantage regarding the vacant position.
• All advertisement and recruitment literature will reflect the company’s commitment to employment equality. The company is an Equal Opportunities Employer.
• If we use an employment and recruitment agencies we will advise them of our organisation’s commitment and policy position on employment equality across the nine grounds of the equality legislation and our shared duties with regard to the equality legislation.
• We will conduct recruitment interviews on the basis of ability, so that all candidates of equal merit have an equal opportunity to compete.
• We will provide interviewers with detailed guidance in relation to non-discrimination and equal opportunity issues in relation to recruitment.
• There will be no assumptions that individuals because of any of the nine grounds of the equality legislation possess characteristics, which might put them at a disadvantage or advantage regarding the vacant position.
Development & Training:
Development and training form an integral part of one’s career path and the company will endeavour to offer the same opportunities to all employees to seek and achieve high standards of performance.
• Training, information and briefings in relation to equality of opportunity will be provided to staff at all levels of the organisation on a phased basis. The training will be organised in a manner that is accessible to all employees.
• We will ensure that all training and work experience opportunities are open, available and accessible to full-time and part-time employees.
• Access to training will not be refused to employees because of current or future domestic responsibilities or career plans.
• Management will help identify training needs for improvements in job performance and experience and encourage all staff to undertake self-development.
Reasonable Accommodation:
Reasonable accommodation shall be provided in order to facilitate a person with a disability to apply for positions with the company, to attend for interview, to engage in employment and to participate in training activities as applicable.
This commitment is subject to such reasonable accommodation not presenting a disproportionate burden on the organisation, unless otherwise deemed appropriate.
Dismissal and Redundancy:
The company will keep redundancy and dismissal procedures under review to ensure that no direct or indirect discrimination on any of the nine grounds exist.
Implementation:
The Director is responsible for implementing this policy.
All staff should cooperate with the development and implementation of policies, procedures and practices to eliminate discrimination, accommodate diversity and promote equality. Employees and contracted trainers/tutors who do not adhere to the Equality and Diversity Policy could be subject to the company disciplinary procedure up to and including dismissal.
Non-employees such as staff of companies conducting business with the organisations and customers should cooperate with policies, procedures and practices to eliminate discrimination and accommodate and promote equality. Business contracts will reflect this requirement.
The company is committed to the effective communication of this policy and will monitor the workplace for incidents of victimisation following a complaint.
Equality Infrastructure:
Our objective is to endeavour to provide an equal and diverse work environment for all our employees and to meet our duties to contractors and members of the public who may be affected by our operations. The success of this policy will depend on everyone’s co-operation. It is therefore important that all employees and contracted trainers/tutors read this document carefully and understand their role and the overall arrangements for equality and diversity at the company.
It is our intention to review this policy regularly and staff and others are encouraged to put forward suggestions for improvement to this policy.
Incidents Reports:
Employees, contractors, delegates, students, visitors and consultants are encouraged to report incidents of bullying and harassment and allegations of discrimination, should they occur, to Lorraine Flaherty or Paul Bowler who will record and review those incidents.
Monitoring and Review
Implementation of the policy will be monitored and reviewed by the Director and Training Manager at regular intervals. Learners’ evaluation/feedback forms will also be reviewed to identify any equality issues.