Equalities Policy
Progressive is fully committed to all aspects of equal opportunity, in both the research we conduct and in our staff employment.
With regards to equality in the workplace, we oppose any form of less or more favourable treatment being accorded to employees or job applicants on the basis of their gender, marital status, religion, race, colour, background, sexuality, nationality or ethnic origins, age or disability. We encourage, and welcome, diversity in our workforce, as we believe this can actually add value to our research projects. We are also committed to the principle that employees should work in an environment free from intimidation or racial, sexual or disability harassment.
We ensure that individuals are recruited and selected, promoted and treated on objective criteria. In particular, no applicant or employee will be placed at a disadvantage by requirements or conditions which are not necessary to the performance of the job or which constitute indirect unfair discrimination.
We believe that only where a positive environment and climate exists concerning equal opportunity can we be sure that we are realising the full potential of our staff - and are performing at their best.
Equal Opportunities & Discrimination Policy
Policy
The Company is an equal opportunities employer. The Company recognises that certain duties are incumbent upon the Company to ensure that employees are not subjected to any form of discrimination in the form of direct or indirect discrimination, harassment or victimisation. To that end the Company wishes to ensure that all employees are aware of the Company's policy in relation to such matters. In addition each individual employee must also be aware that the Company will not tolerate discrimination by any employee against another of any type and any allegation of discrimination will be taken very seriously.
Company's Duties
In terms of the Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion or Belief) Regulations 2003 and the Employment Equality (Sexual Orientation) Regulations 2003 it is unlawful to discriminate against a person on grounds of sex, (including marital status or gender re-assignment), race, nationality or ethnic origin, disability, religion or belief or sexual orientation. The Company seeks in terms of this policy not only to ensure that the Company does not breach the legislative provisions relating to discrimination but also to ensure that all employees are aware of the Company's policy and to encourage employee support for this policy.
Employee Duties
The Company insists that every employee and other person on the Company's premises be treated with dignity and respect. Any instances of discrimination will not be tolerated. Disciplinary action will be taken against any employee found to be guilty of any form of unlawful discrimination in accordance with the Company's disciplinary procedures. In addition the Company hopes that employees will inform the Company if they are the victim of discriminatory treatment or witness another being harassed or victimised. The Company requires the support and assistance of all employees to ensure that the workplace remains free from discrimination.
Duties under the Statutory Provisions
The Company is an equal opportunities Company and as such will not discriminate against any employee on the ground of sex, (including marital status or gender re-assignment), race (including ethnic origin or nationality), disability, religion or belief or sexual orientation.
In particular the Company will not discriminate: -
- In relation to the arrangements made or to be made for the purpose of determining who shall be offered employment.
- In relation to the terms on which employment is offered.
- In relation to the way in which access is afforded to opportunities for promotion, transfer, training or any other facilities, benefits or services.
- By subjecting an employee to any detriment.
- By allowing any employee to be the victim of harassment.
- By victimizing any employee who brings a complaint of unlawful discrimination or assists another in any way (including by representing such an individual or giving evidence on their behalf) in bringing any such complaint.
- By refusing to provide a reference to any employee on proscribed grounds or because they have brought or assisted in the bringing of a complaint of unlawful discrimination.
Complaints Procedure