Legal Position
For the purpose of equality legislation the following are known as ‘protected characteristics’:-
- Age
- Sexual Orientation
- Disability
- Marriage and Civil Partnership
- Gender Reassignment
- Pregnancy and Maternity
- Religion or Belief
- Race (includes colour, nationality
- Sex and ethnic origins)
Purpose and Scope
The purpose of this policy is to provide equal opportunities to all employees, irrespective of their characteristics (unless there are genuine occupational qualifications or objectively justified reasons for a different approach to be taken). The Parish Council opposes all forms of unlawful and unfair discrimination whether it be direct or indirect discrimination, victimisation or harassment on the grounds of any of the protected characteristics defined in the Equality Act 2010.
All employees whether full-time, part-time, fixed term contract, agency workers or temporary staff, will be treated fairly and equally. Selection for employment, promotion, training, remuneration 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 council.
Principles
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.
The commitment to equal opportunities in the workplace is good management practice and makes sound business sense as it seeks to utilise the talents available from the local community, representing Society as a whole.
Breaches of the Council’s equal opportunities policy will be regarded as serious misconduct and could lead to disciplinary proceedings. Employees are entitled to complain about discrimination or harassment or victimisation through the Council’s Grievance procedure.
This policy is fully supported by all Members of the Council and conforms to the model contract of employment as devised by the employee professional body in the localcouncil sector (the Society of Local Council Clerks).The policy will be monitored and reviewed as required, but at least every two years.
Adopted June 5th 2017