Quidos Ltd is committed to providing a working environment in which employees are able to realise their full potential and contribute to business success irrespective of their gender, sexual orientation, age, race, religion, disability or full time / part time status. These are key employment values to which all employees are expected to give their full support.
In order to create conditions in which this goal can be realised Quidos Ltd is committed to identifying and eliminating discriminatory practices, procedures, and attitudes throughout the organisation. Quidos Ltd expects employees to support this commitment and to assist in its realisations in all possible ways.
Specifically, Quidos Ltd aims to ensure that no employee or job applicant is discriminated against, either directly or indirectly, on the grounds of gender, marital status, sexual orientation, race, colour, nationality, ethnic or racial origins, religion or belief, disability, age, working hours (full / part time), or previous offending background.
This commitment applies to all the aspects of employment outlined below:
- Recruitment and selection, including advertisements, job descriptions, interview and selection procedures
- Promotion and career development opportunities
- Grievance handling and the application of disciplinary procedures
- Selection for redundancy
Equal opportunities practise is developing constantly as social attitudes and legislation change. Quidos Ltd will keep its policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all pf the company’s employment policies and procedures, not just those specifically connected with diversity / equal opportunity.
Recruitment of ex-offenders
As an organisation using the Disclosure and Barring Service (DBS) to assess an applicant’s suitability for positions of trust, we comply fully with the DBS code of practice and undertake to treat all applicants for positions fairly. We undertake not to discriminate unfairly against any subject of a disclosure on the basis of conviction of other information revealed.
This equal opportunities policy on the recruitment of ex offenders is made available to all disclosure applicants at the outset of the recruitment process.
Quidos Ltd actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applicants from a wide range of candidates, including those with criminal records. The company select all candidates for interview based on their skills, qualifications and experience.
Where a disclosure is to form part of the recruitment process, Quidos Ltd encourage all applicants called for interview to provide details of their criminal records at an early stage in the application process. Quidos Ltd request that this information is sent under separate, confidential cover, to a designated person within the company and the company guarantee that this information is only to be seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows the company to ask questions about an individuals entire criminal record the company only ask about ‘unspent ‘ convictions as defined in the Rehabilitation of Offenders Act 1974.
The company ensures that all those in Quidos Ltd who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.
The company also ensures that interviewers have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, Quidos Ltd ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
Quidos Ltd undertakes to discuss any matter revealed in a disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily prevent you from working with Quidos Ltd. This will depend on the nature of the position and the circumstances and background of your offences.
Harassment is unwanted conduct by an employee (or a group of employees) that violates another employee’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that employee. Harassment may include comments relating to an employees gender, sexual orientation, race, religion or belief, disability or marital status. An employee can suffer from harassment even if the words complained of are untrue, and regardless of whether they relate to the employee him or herself.
Harassment may include:
- Unwanted physical contact.
- Unwelcome sexual advances, propositions, suggestions or pressure to participate in social activity outside work, where it has been made clear that this is not welcome.
- Conduct which is intimidatory, physically or verbally abusive, including the display of explicitly material, the use of explicitly humour, and comments of a sexual nature whether directed specifically at any particular individual or not.
- Suggestions that sexual favours may further an employees career, or that refusal may hinder it.
Quidos Ltd regards sexual harassment as a form of intimidation which has the effect of insulting and demeaning the employee against whom it is directed. It is therefore unacceptable in the working environment and the Company will take positive action to prevent its occurrence.
How complaints of discrimination and harassment will be dealt with.
Discrimination and harassment are often complex matters, and there is no single way of dealing with every suspected or alleged instance. In some cases employees may be able to deal satisfactorily with an issue by raising it with his or her immediate manager.
A more formal means of complaint is to utilise the company grievance procedure set out in the employee handbook. Irrespective of how an issue of harassment arises, Quidos Ltd commits itself to making a thorough attempt to resolve all matters of harassment.
If an employee is accused of Discrimination or Harassment
If an employee is accused of acting in a discriminatory manner towards a fellow employee, or a job applicant, or if they are accused of harassment, the complaint will be fully investigated.
In the course of the investigation the employee will be given an opportunity to rebut the allegation, and provide an explanation of their actions.
If it is concluded that there was no discrimination or harassment this will be the end of the matter. If is concluded that a false claim has been maliciously made against an employee, the person or persons responsible may be subject to disciplinary action.
If it is concluded that an employee has acted in a discriminatory manner, or has harassed another employee, their manager will consider what action to take. This may range from counselling to formal disciplinary action, including dismissal in serious cases.
Managers are the guardians of equality and opportunity within their areas of responsibility. Equal opportunities are part of the larger management responsibility of ensuring that the employment environment provides employees with motivation to do a good job. This will be impossible to achieve if individuals feel that they are being unfairly treated.
Where problems or complaints arise, managers must take these seriously and make sure they are fully investigated. Any necessary follow up action must be taken. This may include initiating disciplinary action against employees who have committed acts of discrimination of harassment.
Employees have a personal responsibility for the practical application of equal opportunity initiatives. The co-operation of all employees will be needed for the company to make real progress in this area. In everyday ways we can all contribute to an improved working environment, for example by not making assumptions about people based on their sex or ethnic background, by challenging those who express prejudice, and by making suggestions to managers about how the working environment can be improved to enhance equal opportunities.