Equal Opportunities Policy
Corporate Equal Opportunities Policy Statement
The EcoSheek Bag Company is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a diverse, multi-ethnic society, and where people feel they are respected and valued, and can achieve their potential free from discrimination, regardless of race, colour, nationality, ethnic or national origins, sex, marital status, gender reassignment, sexual orientation, social status, religious belief, political opinion, disability, long standing or debilitating disease or age.
The EcoSheek Bag Company will implement this policy in accordance with all appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.
The aims of this policy are to ensure that:
no one receives less favourable treatment, on grounds of race, colour, nationality, ethnic or national origins, sex, marital status, gender reassignment, sexual orientation, social status, religious belief, political opinion, disability, long standing or debilitating disease or age, or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on non-discriminatory grounds, or victimised for taking action against discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on any grounds;
the organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive or humiliating environment;
opportunities for employment, training and promotion are equally open to candidates from all sections of society; and selection for employment, promotion, transfer and training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.
This policy applies to all aspects of employment, from recruitment to dismissal and former workers' rights.
The policy will be a priority for the organisation. And we will take the following steps to put the policy into practice and make sure it is achieving its ends.
The policy will be communicated to all workers and job applicants, and will be published in the conditions of employment and on the organisation's website.
Workers, and where relevant their representatives and trade unions, will be consulted regularly about the policy, and about related action plans and strategies.
All workers will be trained on the policy; on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.
Managers and workers in key decision-making areas will be trained on the discriminatory effects that provisions, practices, requirements, conditions, and criteria can have on some minority groups, and the importance of being able to justify decisions to apply them.
Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary sanctions, and even dismissal.
The complaints procedure will be published in a form that is easily accessible.
Opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, sex, marital status, gender reassignment, sexual orientation, social status, religious belief, political opinion, disability, long standing or debilitating disease or age.
All workers will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation.
Selection criteria will be entirely related to the job or training opportunity.
Information on the ethnic and racial backgrounds of workers and applicants for employment, promotion and training will be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity and prevent unlawful discrimination.
Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever reason, will also be monitored by social demographic.
Requirements, conditions, provisions, criteria and practices will be reviewed regularly, in the light of the monitoring results, and revised, if they are found to, or might, discriminate unlawfully.
All contracts between EcoSheek Bag Company and our manufacturing partners will include a clause prohibiting unlawful discrimination or harassment by contractors and their staff, and by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.
The effectiveness of the policy will be monitored regularly. A report on progress will be produced each year, and published via the, the annual report.
Customers and clients will be made aware of the policy, via the website links, and of their right to fair and equal treatment, irrespective of race, colour, nationality, ethnic or national origins, sex, marital status, gender reassignment, sexual orientation, social status, religious belief, political opinion, disability, long standing or debilitating disease or age.
The policy was approved on 1st July 2007, as been endorsed by, Sarah M. Carter, Managing Director, and has the full support of the management/board.
All staff are responsible for familiarising themselves with this policy. Overall responsibility for the effectiveness of this policy lies with Sarah M. Carter, Managing Director. Anti-harassment policy
As part of its equal opportunities policy, the company is committed to promoting a harmonious working environment, where every worker is treated with respect and dignity. No one should feel threatened, intimidated or degraded on grounds of race, colour, nationality, ethnic or national origins, sex, marital status, gender reassignment, sexual orientation, social status, religious belief, political opinion, disability, long standing or debilitating disease or age.
The policy also covers harassment that falls outside the categories referred to above, and that can be classed as bullying.
Harassment at work is unacceptable and will not be permitted or condoned. Examples might include racially derogatory remarks or insults, grafitti or slogans, racist `jokes', banter, ridicule or taunts, using a disparaging or offensive tone when communicating with people from certain racial groups, avoiding people because of their racial group, having unrealistic expectations of performance or imposing excessive workloads on people, based on their racial group, and unnecessarily picking on individuals from particular racial groups.
All workers have a right to work in an environment that, is free from abuse or insults, is safe, promotes dignity at work, encourages individuals to treat each other with respect, values politeness; is open and fair, and encourages individuals to support each other.
All workers should, encourage a person who says they have been bullied or harassed to seek help, and be sensitive to their feelings, and refrain from taking part in, or encouraging or condoning, gossip about cases of alleged or actual harassment or bullying. All complaints of harassment or discrimination will be treated seriously and dealt with promptly through the complaints procedure. Disciplinary action, including dismissal, may be taken against any worker found responsible for unlawful discrimination or harassment.
All workers must follow this policy.
