Equal Opportunities Policy
1 Statement of policy
The aim of this policy is to communicate the commitment of Melanie Windle to the promotion of equality of opportunity in MW Associates.
It is our policy to provide service equality to all, irrespective of:
• Gender, including gender reassignment
• Marital or civil partnership status
• Having or not having dependants
• Religious belief or political opinion
• Race (including colour, nationality, ethnic or national origins)
• Sexual orientation
We are opposed to all forms of unlawful and unfair discrimination. All associates and service providers who work for us will be treated fairly and will not be discriminated against on any of the above grounds.
Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all associates and clients to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.
2 Equality commitments
We are committed to:
• Promoting equality of opportunity for all persons
• Promoting a good and harmonious working environment in which all persons are
treated with respect
• Preventing occurrences of unlawful direct discrimination, indirect discrimination,
harassment and victimisation
• Fulfilling all our legal obligations under the equality legislation and associated
codes of practice
• Complying with our own equal opportunities policy and associated policies
• Taking lawful affirmative or positive action, where appropriate
• Regarding all breaches of equal opportunities policy such as misconduct which
could lead to disciplinary proceedings.
Melanie Windle is responsible for the effective implementation of this policy and expects all associates and clients to abide by the policy and help create the equality environment which is its objective.
4 Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly and action taken as necessary.
Associates or clients who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter with Melanie Windle. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
In addition to internal procedures, associates or clients have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal under the following anti-discrimination legislation:
• Sex Discrimination (Northern Ireland) Order 1976, as amended
• Disability Discrimination Act 1995, as amended
• Race Relations (Northern Ireland) Order 1997, as amended
• Employment Equality (Sexual Orientation) Regulations (Northern Ireland) 2003
• Fair Employment and Treatment (Northern Ireland) Order 1998, as amended
• Employment Equality (Age) Regulations (Northern Ireland) 2006
• Equal Pay Act (Northern Ireland) 1970, as amended.