Equality Policy

Policy Statement

Red Ring Limited (the company) believes discrimination and victimisation of any individual on the grounds of age, disability, gender, marriage, pregnancy, sex, sexual orientation, religion or beliefs, political association (whilst that association is deemed legal under UK Law), gender reassignment or maternity status (collectively the protected characteristics) is unacceptable. We oppose all forms of unlawful and unfair discrimination or victimisation.

It is in the interests of the company and its employees to utilise the skills of the total workforce. It is the aim of the company to ensure that no employee or job applicant receives less favourable facilities or treatment directly or indirectly on the basis of any of the protected characteristics.

Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best, irrespective of their status as part-time, full-time or temporary workers.

Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.

This policy shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies

Our Commitment

To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
Training, development and progression opportunities are available to all staff.
To promote equality in the workplace which we believe is good management practice and makes sound business sense.
We will review all our employment practices and procedures to ensure fairness.
Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
The policy will be monitored and reviewed annually

Management Responsibilities

Responsibility for ensuring effective implementation of this policy will rest with the Directors of the Company. Managers will ensure that they and their staff are familiar with and will operate within this policy. Grievances concerning discrimination must be dealt with fairly and as quickly as possible and ensure correct records are kept and reviewed and audited on an annual basis.

Staff Responsibilities

Responsibility for ensuring that there is no unlawful discrimination also rests with staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:

comply with the policy and arrangements;
not discriminate in their day to day activities or induce others to do so;
not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
inform their manager if they become aware of any discriminatory practice.

Third Parties

Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Red Ring Limited will not tolerate such actions against it’s staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. Red Ring Limited will investigate and take all reasonable steps to ensure such harassment does not happen again

Rights of Disabled People

The Company attaches particular importance to the needs of disabled people. Under the terms of this policy, managers are required to:

make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
include disabled people in training/development programmes;
give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.

Equality Training

Equality training will take place on induction of a new employee and will be reviewed and updated periodically or as required by changes in legislation and as necessary.

Monitoring

The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation. Whilst the company has less than 20 employees monitoring can be conducted on an ad-hoc basis. When the Company exceeds 20 employees a formal monitoring system will be introduced to measure the on-going effectiveness of the policy and arrangements.

Grievances/Discipline

Employees have the right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures. Discrimination and victimisation will be treated as disciplinary offences and will be seat with according to the company disciplinary procedure.

Review

The appropriateness of this policy will be reviewed annually under direct supervision of the Company Directors.

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