EQUAL OPPORTUNITIES AND ANTI-HARASSMENT & BULLYING POLICY

This policy document applies to your employment and Training at the “Organization” and all other Organization sites that you may be asked to work or study at from time to time.

For any policy to be effective it must be applied throughout the Organization, this policy therefore applies to all staff or students regardless of position or seniority.

1. Policy Statement

1.1 This organization is an equal company and is committed to ensuring that the terms and conditions of training and recruitment of students, employment of the employee and potential employee are equitable and non-discriminatory. This means that job and student applicants and employees will be treated fairly regardless of their sex, marital status, sexual orientation, gender reassignment, race, ethnic origin, disability, religion or religious beliefs.

1.2 The Organization will seek to promote equal opportunities and prevent harassment and bullying by publicizing and communicating this policy; by providing appropriate training and guidelines for those with designated responsibilities and by raising awareness through staff development.

1.3 Further, the Organization will continually monitor its policies and practices to ensure that these principles are upheld. It is employees and students right to be treated with dignity and respect, which in turn will be conducive to performance, self development and career advancement. Every executive, manager and employee has a responsibility to implement this policy.

2. Definitions

2.1 Discrimination

For the purpose of this policy, discrimination means treating people less favourably than others on the grounds of their sex, marital status, sexual orientation, gender reassignment, race, ethnic origin, disability, religion or religious beliefs, whether this be direct or indirect by applying a provision, criterion or practice, which disadvantages such persons.

2.2 Sexual Orientation

For the purposes of this policy, sexual orientation means sexual orientation for a person of the same sex, different sex or for persons of both sexes. It does not include sexual practices or preferences. Discrimination can occur based on a perception of a person’s sexual orientation, even if that perception is wrong. It can also include discrimination against a person by reason of the sexual orientation of someone they associate with.

2.3 Gender Reassignment

For the purposes of this policy, gender reassignment means a desire to be known or to become a person of a gender different to that to which they were born.

2.4 Religion/Religious Beliefs

For the purposes of this policy, religion or religious beliefs is defined as any religion, religious belief or similar philosophical belief. It does not include philosophical or political beliefs unless that belief is similar to a religious belief. Discrimination can occur based on a perception of a person’s religion or beliefs even if that perception is wrong. It can also include discrimination against a person by reason of the religion or religious beliefs of someone they associate with.

2.5 Harassment

For the purposes of this policy harassment is defined as any hostile unwanted, unreasonable and/or offensive behaviour, which adversely affects a person’s dignity, self-confidence and well being and creates a hostile environment and which leads to that person feeling intimidated, degraded or humiliated.

2.6 Racial Harassment

For the purposes of this policy racial harassment is defined as any action, conduct, comment, gesture or behaviour that is offensive, embracing, insulting or intimidating. It may include derogatory remarks, quips, jokes, innuendoes, taunts or physical abuse which racially derogatory and potentially offensive and relates to a person’s race, religion or ethnic origins.

2.7 Sexual Harassment

For the purposes of this policy sexual harassment is defined as:

a. Any action, conduct, comment, gesture or physical contact of a sexual nature that is unwelcome and might reasonably be seen by an employee or prospective employee as placing an implicit or explicit condition on employment.

b. Any persistent, unwelcome action, conduct, comment , gesture or physical contact of a sexual nature that is likely to cause offence, embarrassment or humiliation to an employee or creates an offensive working environment.

2.8 Bullying

For the purposes of this policy bullying is defined as repeated treatment with the purpose of controlling individuals or making them insecure in their roles or treatment that has the effect.

2.9 Monitoring

All employees and job applicants will be asked to complete a form providing information regarding their sex, race, ethnic origin and whether they suffer from any disabilities. This form will be used solely for the purpose of monitoring the effectiveness of the Organization’s equal opportunities policy and to ensure that the Organization meets its obligations as an equal opportunities employer.