Equal Opportunities Policy


It is Boosey and Hawkes’ policy to treat job applicants and employees in the same way, regardless of their gender, race, ethnic origin or disability. Further, the organisation will monitor the composition of the workforce and introduce positive action if it appears that this policy is not fully effective.


Procedure


The organisation is committed to its equal opportunities policy and all employees are requested to co-operate with its efforts to ensure that the policy is implemented in full.


Monitoring


All employees and job applicants will be asked to complete a form denoting their gender, race, ethnic origin and any disabilities. The Company guarantees that this form will be used for the purpose of monitoring the effectiveness of its equal opportunities policy only.


Positive Action


The composition of the workforce and of job applicants will be monitored on a regular basis. Should inequalities become apparent, positive action will be taken to redress the imbalance, including such measures as:


  • advertising jobs in ethnic or female interest publications, as appropriate
  • introducing assertiveness training
  • introducing English language training
  • encouraging under-represented groups to apply for suitable training posts.

Discipline


Any employee who harasses any other employee on the grounds of race, gender or disability will be subject to the organisation's disciplinary procedure. In serious cases, such behavior will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.


Disabled Workers


Where a disabled worker applies for a post but is unclear whether that disability will prevent the employee undertaking the duties satisfactorily, the manger must consider the possibility of using the Job Introduction Scheme which provides for disabled people to work for a trail period of 6 or 13 weeks.


Grievances


Any employee or job applicant who believes he or she has received less favorable treatment on grounds of gender, race or disability is asked to use the organisation's grievance procedure in the first instance.


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