Equal opportunities policy
Last updated 1st March 2011
Version 1

Equal opportunities policy

1. The policy

1.1 Demeter Development strives to encourage and value equal opportunities in the operation of our business. This means that it is Company policy that should we employ anyone or in the delivery of our projects, there should be no discrimination, victimisation, bullying or harassment of any customer or person involved or associated either directly or indirectly, on the grounds of:

  • Race, colour, nationality or national or ethnic origin
  • Sex or marital status
  • Disability
  • Sex change status
  • Sexual orientation
  • Religion or philosophical belief
  • Political belief
  • Age

It is our policy to treat our customers, associates and suppliers equally as well.

1.2 The Company's policy is to:

  • Eliminate and prevent, as far as is reasonably possible, discrimination, victimisation, bullying and harassment in the workplace and in delivery
  • Encourage all its clients, associates and subcontractors to take a positive active role against all forms of discrimination, victimisation, bullying and harassment
  • Deter clients, associates and subcontractors from participating in discriminatory behaviour, victimisation, bullying or harassment
  • Demonstrate and remind all clients, associates and subcontractors that discrimination, victimisation, bullying or harassment at work is unacceptable and unlawful.

1.3 The Company is fully committed to providing a good, harmonious and diverse working environment that offers equal treatment and equal opportunities for all and one where everyone professionally associated with the company is treated with respect and dignity. The Company's aim is that remuneration, recruitment, promotion, training and retention should not be affected either directly or indirectly by irrelevant considerations, such as prejudices or stereotyping.

1.4 The Company recognises that the provision of equal opportunities in the workplace and in delivery is not only good management practice; it also makes sound business sense. The Company's equal opportunities policy works towards ensuring that we maximise the benefits that diversity can bring and that the talents and resources of our associates, suppliers and sub-contractors will be fully utilised to maximise the efficiency of the organisation.

1.5 While the Company recognises that the overall responsibility for the effective implementation of this policy lies with the Directors, it is incumbent upon all associates and subcontractors, to take responsibility for ensuring its effective implementation in their day-to-day activities and working relationships with colleagues and clients.

1.6 Associates and subcontractors should ensure that:
they co-operate with any measures introduced to develop equal opportunities and diversity in the workplace

  • they respect the sensitivities of others
  • they refrain from taking discriminatory actions or decisions which are contrary to either the letter or spirit of this policy and, for employees of managerial status, that they ensure that those who report to them also comply with the policy
  • they do not instruct, induce, or attempt to induce or pressurise other employees to act in breach of this policy
  • employees who make, or support complaints in respect of breaches of this policy, are not victimised, but treated fairly and responsively both when the complaint is made and thereafter.

1.7 Breaches of the Company's equal opportunities policy and procedures and any unfair or unlawful discrimination, bullying, victimisation or harassment will not be tolerated and will be dealt with under our disciplinary procedures. In serious cases, this would lead to dismissal of the relevant individual on the grounds of gross misconduct.

2. General application of the policy

2.1 Associate and Subcontractor recruitment and selection

The selection process is of crucial importance in this policy and must be carried out according to objective role/project-related criteria, which must be subject to regular review. The effectiveness of the policy will be determined to a great extent by this aspect of employment procedure.

2.2 Grievances

Associates or contractors who believe they have experienced any form of unfair or unlawful discrimination, bullying or harassment should raise their concern through the Company’s grievance procedure.

2.3 Disciplinary process

Where following an investigation it is deemed that there is a case to answer, matters will be dealt with under the Company’s disciplinary procedure.

3. Monitoring

Examining the effects of policy and programmes of action on a regular and structured basis is a fundamental part of the process of successfully establishing equal opportunities. Personnel data is therefore collected, analysed and interpreted across the Group. The objectives of monitoring are:

  • to identify areas of and reasons for under-representation of particular groups
  • to enable appropriate corrective action to take place, including defining targets for future change
  • to enable the Company to review and reshape its equal opportunities policy and programme of action.

4. Communication

This policy must be communicated widely and effectively throughout the workforce and to potential employees. It is the responsibility of management at all levels to ensure that such communication takes place and that the policy is adhered to.