Equal opportunities policy
Accordingly, management will ensure that recruitment, selection, training, development and promotion procedures result in no job applicant or employee receiving less favourable treatment because of a protected characteristic – i.e. race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, sexual orientation, pregnancy or maternity, gender reassignment, marriage/civil partnership, age, or on the basis of being a part-time or fixed term worker. Ignite’s objective is to ensure that individuals are selected, promoted, and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
Management has the primary responsibility for successfully meeting these objectives by:
- not discriminating in the course of employment against employees or job applicants
- not inducing or attempting to induce others to practise unlawful discrimination
- bringing to the attention of employees that they may be subject to action under the disciplinary procedure for unlawful discrimination of any kind
Ignite staff and associates can contribute by:
- not discriminating against fellow employees, customers, clients, suppliers or members of the public with whom you come into contact during the course of your duties
- not inducing or attempting to induce others to practise unlawful discrimination, reporting any discriminatory action to their line manager
The successful achievement of these objectives necessitates a contribution from everyone and everyone has an obligation to report any act of discrimination known to them.
If you consider that you are a victim of unlawful discrimination you may raise the issue through the grievance procedure.