Equal Opportunities Policy

Aston Group is committed to being a successful, caring and welcoming place for all employees and applicants. We want to create a supportive and inclusive environment where our employees can reach their full potential, without prejudice and discrimination. We are committed to a culture where respect and understanding is fostered and the diversity of people’s backgrounds and circumstances will be positively valued.

The Organisation will ensure equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination.

The aim of this policy is to ensure that no applicant or employee receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. It seeks to ensure that no person is victimised or subjected to any form of bullying or harassment.

The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout the Organisation.

Training, development and progression opportunities are available to all employees.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals in Aston Group as it seeks to develop the skills and abilities of its people. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with managers and supervisors, individuals at all levels have a responsibility to treat others with dignity and respect.

Through this policy and the training and development of managers and employees, the Organisation will do all it can to promote good practice in this area in order to eliminate discrimination and harassment as far as is reasonably possible. The Organisation will also continue to work towards its dedicated goal of encouraging and promoting equality and diversity within the workforce.

Our intention is to enable all employees to work in an environment which allows them to fulfil their potential without fear of discrimination, harassment or victimisation. Astons Group commitment to equal opportunities extends to all aspects of the working relationship, including:

  • Recruitment and selection procedures
  • Terms of employment, including pay, conditions and benefits
  • Training, appraisal, career development and promotion
  • Work practices, conduct issues, allocation of tasks, discipline and grievance
  • Work-related social events
  • Termination of employment and matters after termination, including references

The principles of non-discrimination and equal opportunities also apply to the way in which employees treat visitors, clients, customers, suppliers and former employees.

The policy aims to achieve equality by removing any potential discrimination in the way that our employees are treated by fellow employees or the Company, including:

  • People with disabilities
  • People of different sexual orientations
  • Transgender and transexual people
  • People of different races
  • People on the grounds of their sex
  • Those of faith and of no faith
  • In relation to their age
  • In relation to the social class or medical condition
  • People who work part time
  • Those who are married or in a civil partnership
  • Women who are pregnant, have recently given birth or are breastfeeding

Discrimination can be either direct or indirect discrimination. Some of the above are protected characteristics under the Equality Act 2010 and discrimination is prohibited unless there is a legal exception under the Equality Act.

Direct Discrimination

This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination may be because of association. An example is an advert for a job that requires ‘men only’ or ‘under 30s only’.

Indirect Discrimination

This is where someone is disadvantaged by an apparently neutral provision, criterion or practice (PCP) that is applied ‘across the board’ or ‘equally across a particular group’. The PCP may have the consequence (usually unintended) of causing a disadvantage, which then actually affects somebody. For example, a PCP relating to clothing or headwear could be applied ‘equally’ but may cause someone with a protected characteristic to be disadvantaged. The PCP could be justified if it is a proportionate means of achieving a legitimate aim.

Victimisation

This is not the same as the common meaning of victimisation but is specifically regarding treating someone less favourably because they have complained about or given information about discrimination or harassment, either regarding themselves or someone else.

Harassment

This is part of the Equality Act but is covered in more detail in the Harassment Policy.

The Equality Act 2010 applies to how employees treat fellow employees, visitors, suppliers and former employees. The Act also applies to customers/clients.

Disabled Persons

Any employee who considers that they may have a disability is strongly encouraged to speak to their line manager, particularly if they experience difficulties at work because of their disability so that any reasonable adjustments to help overcome or minimise difficulties can be discussed. For these purposes, disability includes any physical or mental impairment which substantially affects your ability to perform day to day activities and has lasted (or is likely to last) more than 12 months. Disclosure of this information will be treated in confidence, if you wish it to be, so far as is reasonably practicable and we will do our best to handle matters sensitively and to ensure that you are treated with dignity and with respect for your privacy.

What to do if you encounter discrimination

If you believe that you have been the victim of discrimination, you should follow Aston Group's Grievance Procedure.

Every employee has a responsibility to combat discrimination if they encounter it. Employees who observe or are aware of acts that they believe amount to discrimination directed at others are encouraged to report these to their line manager.

Any grievance or report raised about discrimination will be kept confidential so far as this is practicable. We may ask you if you wish your complaint(s) to be put to the alleged discriminator if disciplinary action appears to be appropriate. It sometimes may be necessary to disclose the complaint or take action even if this is not in line with your wishes, but we will seek to protect you from victimisation and, if you wish, we will seek to protect your identity.

You should be aware that disciplinary action may be impossible without your co-operation or if you refuse to allow relevant information to be disclosed.

Employees who raise a complaint about or report discrimination in good faith will be protected from retaliation or victimisation. As long as you act in good faith, the fact that you have raised a complaint or report will not affect your position with the Company, even if the complaint is not upheld.

Making a false allegation deliberately and in bad faith is a misconduct offence and will be dealt with in accordance with our Disciplinary Policy. Any employee who attempts acts of retaliation or victimisation may be subject to disciplinary action up to and including summary dismissal for gross misconduct.

If you make a complaint, it may be necessary to ask you to stay at home on paid leave while investigations are being conducted and the matter is being dealt with through the appropriate procedure. This may particularly be necessary in cases of alleged harassment.

Non-compliance with equal opportunities rules

Any breach of equal opportunities rules or failure to comply with this Policy will be taken very seriously and is likely to result in disciplinary action against the offender, up to and including immediate dismissal.

Employees should also note that:

  • in some cases, they may be personally liable for their acts of discrimination and that legal action may be taken against them directly by the victim of any discrimination; and
  • it may be a criminal offence intentionally to harass another employee.