Equal Opportunities and Dignity at Work Policy
Natural Building Systems is committed to providing equal opportunities in employment and to avoiding unlawful discrimination in employment and against customers. This policy is intended to assist putting this commitment into practice. Compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination.
Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equal opportunities in employment.
The Law
It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality, caste and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as "protected characteristics”.
Discrimination after employment may also be unlawful, e.g. refusing to give a reference for a reason related to one of the protected characteristics.
It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service.
Types of Unlawful Discrimination
Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. However, discrimination may be lawful if there is an occupational requirement which is core to a job role and a proportionate means of achieving a legitimate aim.
Indirect discrimination means putting in place, a rule or policy or way of doing things that has a worse impact on someone with a protected characteristic than someone without one, when this cannot be objectively justified.
Harassment is where there is unwanted conduct related to a protected characteristic (other than marriage and civil partnership, and pregnancy and maternity) which has the purpose or effect of violating someone's dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct.
Associative discrimination is where the individual treated less favourably does not have a protected characteristic but is associated with someone who does or is perceived to.
Discrimination by perception is where the individual treated less favourably does not have a protected characteristic but they are perceived to.
Victimisation is less favourable treatment because of action taken, or believed to have taken or supported, under the Equality Act 2010, such as bringing discrimination proceedings or giving evidence or information in relation to discrimination proceedings brought by another.
Natural Building Systems’ Policy
Natural Building Systems will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
Job descriptions will avoid any unnecessary requirements (those unrelated to effective performance) that may otherwise have deterred applicants. Job requirements will be reflected accurately in any personnel specifications.
Applicants will be short-listed/selected to attend interview based on how closely they meet the requirements of the job as described in the job description and person specification.
Reasonable adjustments to the recruitment process will be made to ensure that disabled applicants are not substantially disadvantaged.
Personnel responsible for short-listing, interviewing and selecting applicants will be clearly informed of the selection criteria and of the need for their consistent application.
Personnel specifications and job descriptions shall be updated to ensure that they do not include any unnecessary requirements that may otherwise have deterred applicants.
Where possible and practicable to do so, efforts shall be made to identify and remove unnecessary and unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged or under-represented groups. We will support individuals at work who are undergoing gender reassignment.
Natural Building Systems is committed to applying its equal opportunities policy at all stages of recruitment and selection. The shortlisting panel will select shortlists that reflect the diversity of applicants. Interview panels will be balanced as far as practically possible. At least one member of an interview panel will have received appropriate training on equal opportunities. In all cases, the interview panel will select the best applicant for the job in terms of relevant experience, abilities and qualifications as measured against the person specification.
Decisions concerning promotions, transfers and training will be made on the basis of objective criteria.
Terms and conditions of employment, benefits, facilities and services will be reviewed from time to time, in consultation with employee representatives as appropriate, to ensure that access is not restricted by unlawful means.
Employee conduct rules and requirements expressed in policies and procedures shall be applied without discrimination on the grounds of any protected characteristic.
Dignity at Work
Natural Building Systems is committed to creating a work environment free of harassment and bullying, where everyone is treated with dignity and respect. Some harassment is unlawful discrimination and serious harassment may be a criminal offence.
Bullying is offensive, intimidating, malicious or insulting behaviour, and/or an abuse or misuse of power that undermines, humiliates or injures the person on the receiving end. Examples of bullying include picking on someone, setting them up to fail, making threats or comments about someone's job security without good reason.
Bullying and harassment can take many forms. It may be directed at or perpetrated by an individual or a group and may involve a single significant incident or ongoing persistent behaviour. Conduct becomes harassment if it persists after the recipient has made clear it is unwanted. A single incident can also amount to harassment if it is sufficiently serious.
Harassment also includes circumstances where a third party, not involved in the harassment, is also affected by such conduct. Harassment after employment can also be unlawful, e.g. refusing to give a reference because the ex-employee complained of bullying.
Unwanted conduct in the workplace that violates a person's dignity or creates an intimidating environment can take many different forms including:
Unwanted physical contact ranging from touching to assault
Unwelcome sexual advances or suggestive behaviour
Insulting, offensive or abusive remarks or gestures
Unjustified criticism or complaints
Unjustified jokes or comments about dress or appearance
Questions about a person's private life
Speculation about a person's sexuality
Humiliating, demeaning and degrading criticism
Open hostility
Isolating a person from normal work place interaction or activities
Monitoring a person's private communications and activities
Spreading malicious rumours or insulting someone by word or behaviour
Copying memos that are critical about someone to others who do not need to know
Ridiculing or demeaning someone’s work or contribution
These examples are not exhaustive and offending behaviour can take many forms. A single incident may amount to harassment. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient. We have a duty of care towards employees and liability under discrimination law for harassment of staff by other employees which we are aware of (or ought to be aware of) but fail to take steps to prevent. All employees have a personal responsibility for their own behaviour and for ensuring their conduct is professional, does not breach this policy and is respectful of others. Managers should contribute to ensuring a working environment that is free from bullying and harassment by:
setting standards of acceptable behaviour
addressing any form of bullying and harassment promptly and sensitively
making sure staff know what standards of behaviour are expected
taking prompt corrective action if they become aware of any incidents
Handling Discrimination Complaints
Natural Building Systems will treat seriously all complaints of unlawful discrimination lodged by employees or ex-employees. The same applies to complaints lodged by a contractor or freelancer, and job applicants, customers, clients or other third parties. If you consider that you have been unlawfully discriminated against you are encouraged to raise the matter as soon as possible with your manager or report it in accordance with Natural Building Systems’ Grievance Procedure.
Where you make a complaint about discrimination by a colleague or your manager, the complaint will be investigated and dealt with under the Grievance Procedure. Where you make a complaint about discrimination by a third party, such as a client, contractor or customer, the complaint will be investigated and dealt with under the relevant procedure.
Allegations regarding potential breaches of this policy will be treated seriously. Employees who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are malicious or made in bad faith will, however, be dealt with under our Disciplinary Procedure.
If, after a complaint is made under the Grievance Procedure or any other relevant procedure, an employee is found to have discriminated unlawfully against another person or to have harassed or victimised another person in breach of this policy, then the employee may be subject to disciplinary action. This may result in dismissal for gross misconduct.
Gender Equality Plan
Natural Building Systems is committed to promoting gender equality and avoiding gender discrimination and inequality.
We will seek to eliminate barriers that generate gender inequalities and bias, and actively advance equal opportunities for all genders.
Our Gender Equality Plan aims to:
Ensure gender balance in all areas of our workforce, at all levels of seniority. We will work to remove any barriers to gender equality in our recruitment, retention and progression practices.
Provide equal opportunities for professional development and advancement to employees of all genders.
Ensure equal treatment and conditions for all employees regardless of gender. We will regularly review pay, benefits, facilities, working conditions and other relevant factors to guarantee gender equality.
Promote a healthy work-life balance and enable employees of all genders to balance work and personal life. We will accommodate flexible working patterns, parental leave and family-related leave, as far as possible.
Ensure that employees of all genders are free from discrimination, bullying and harassment in the workplace, and immediately address any incidents that occur.
Guarantee that employees of all genders have equal opportunities to participate in company decision-making processes.
Actively counteract gender stereotypes and seek to enhance understanding of gender equality across the organisation.
Set targets to improve gender equality over time, for example aiming for 50% male and 50% female representation at all levels of the organisation.
Monitor and evaluate the effectiveness of the actions taken under this Gender Equality Plan on at least an annual basis, adapting the plan as required.
All employees are expected to assist us in meeting our commitments and objectives on gender equality. Responsibility for implementing, monitoring and reporting on this Gender Equality Plan is the responsibility of the Managing Director.
If you have any queries regarding this policy, or would like a copy of our Disciplinary or Grievance Procedure then please contact info@naturalbuildingsystems.com
Due for review: March 2024