Equality, Diversity and Inclusion

Author:	Jono Erodotou
Responsibility:	All Staff
Effective Date:	01 June 2024
Review Date:	30th May 2025
Approved By:
Version Number:	01

Amendment / Review History #

 

Date	Author	Comments

 

Purpose #

This policy sets out K4 Medical Service’s approach to equality and diversity. The company is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. The Trust aims to be an inclusive organisation, committed to providing equal opportunities throughout employment including in the recruitment, training and development of employees, and to pro-actively tackling and eliminating discrimination.

Scope #

This policy applies to all companies employees, workers, apprentices, consultants, contractors, volunteers, temporary workers and agency workers, together with any job applicants. All employees can access this policy from the website https://k4medical.co.uk/staff-policies/ Should you require this policy in any other format please seek guidance from the office.

Policy Statement #

▸ This document outlines the Equality Diversity and Inclusion Policy and procedure for K4 Medical Services.

▸ This document outlines the Equality, Diversity and Inclusion Policy for K4 Medical Services and is consistent with the principles outlined in the part 5 of Agenda for Change NHS terms and conditions of service handbook

▸ K4 Medical Services is pro-active in its work towards making diversity an integral part of the core business. It incorporates the principles of equality, diversity and human rights in employment, encouraging, valuing and actively promoting diversity, recognising the talent and potential across the population. Promoting equality of opportunity is in the best interests of the Trust, including recruitment and development of the best people for our jobs, and providing appropriate services meeting the diverse needs of our community. The Trust is committed to ensuring zero tolerance policy towards harassment, and discrimination, dealing effectively with incidents when they occur.

▸ K4 Medical Services is committed to promoting positive measures that eliminate all forms of unlawful or unfair discrimination. The Equality Act 2010 identifies nine protected characteristics; age; marriage and civil partnership; pregnancy and maternity, disability; race, sex, religion or belief’, sexual orientation and gender reassignment. In addition to this, to protect human rights we take into consideration equality and respect difference in relation to domestic circumstances, social and employment status, political affiliation or trade union membership.

▸ Attracting, employing, and developing individuals to meet the needs of its diverse communities is central to staff retention.

▸ K4 Medical Services aim is that our workforce will be truly representative of all sections of society and each employee feels respected, supported and able to give their best. This will enable K4 Medical Services to be more sensitive to the needs of the community which it serves.

Human Rights Definitions #

▸ Direct discrimination: Direct discrimination occurs when someone is treated less favourably than another person because of their protected characteristic. For example, at a job interview, an applicant mentions she has a same sex partner. Although she is the most qualified candidate, the employer decides not to offer her the job. This decision treats her less favourably than the successful candidate, who is a heterosexual woman. If the less favourable treatment of the unsuccessful applicant is because of her sexual orientation, this would amount to direct discrimination. Direct discrimination also includes being treated less favourably because you associate with someone who has a protected characteristic or a reperceived to have a protected characteristic.

▸ Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular protected characteristic more than others and is not justified. For example, a factory owner announces that from next month staff cannot wear their hair in dreadlocks, even if the locks are tied back. This is an example of a policy that has not yet been implemented but which still amounts to a provision, criterion or practice. The decision to introduce the policy could be indirectly discriminatory because of religion or belief, as it puts the employer’s Rastafarian workers at a particular disadvantage.
The employer must show that the provision, criterion or practice can be objectively justified.

Harassment
There are three types of harassment which are unlawful under the Equality Act:

1. Harassment related to a relevant protected characteristic.
2. Sexual harassment.
3. Less favourable treatment of a student because they submit to or reject sexual harassment or harassment related to sex.

▸ Harassment related to protected characteristics (includes harassment by association and perception): unwanted conduct related to a protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. The following can be unwanted conduct: spoken words, banter, written words, posts or contact on social media, imagery, graffiti, physical gestures, facial expressions, mimicry, jokes or pranks, acts affecting a person’s surroundings, aggression, physical behaviour towards a person or their property. For example, in front of her male colleagues, a female electrician is told by her supervisor that her work is below standard and that, as a woman, she will never be competent to carry it out. The supervisor goes on to suggest that she should instead stay at home to cook and clean for her husband. This could amount to harassment related to sex as such a statement would be self-evidently unwanted, and the electrician would not have to object to it before it was deemed to be unlawful harassment.

▸ Sexual Harassment: unwanted conduct of a sexual nature, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. For example, male members of staff download pornographic images on to their computers i n an office where a woman works. She may make a claim for harassment if s he is a ware that the images are being downloaded and the effect of this is to create a hostile and humiliating environment for her. In this situation, it is irrelevant that the male members of staff did not have the purpose of upsetting the woman, and that they merely considered the downloading of images as ‘having a laugh’,

▸ Less favourable treatment of a student because they submit to or reject sexual harassment or harassment related to sex: It is unlawful to treat a student less favourably because they either submit to, or reject, sexual harassment or harassment related to sex or gender reassignment. For example, following a tutorial, a tutor walks up to a female student who has stayed behind to speak to him, puts his hands on her waist and tells her she is ‘very attractive’. The student pushes the tutor a way and tells him he is behaving in an inappropriate manner. As a result, the tutor subsequently marks down h er exam paper. This is less favourable treatment of the pupil because she has rejected sexual harassment. In the same example, although the pupil is offended by the tutor’s behaviour, she freezes and doesn’t push him away. Another tutor passes by and sees this. The second tutor, who is normally friendly to the pupil, subsequently tells her he has lost respect for her and does not let her contribute to discussions during tutorials because she submitted to the first tutor’s conduct. This is less favourable of the pupil because she submitted to sexual harassment.

▸ Victimisation: retaliation against someone) because they have made or supported a complaint or raised a grievance under the Equality Act 2010 or because they are suspected of doing so. For example, a nondisabled worker gives evidence on behalf of a disabled colleague at an Employment Tribunal hearing where disability discrimination is claimed. If the nondisabled worker is subsequently refused a promotion because of that action, they would have suffered victimisation.

▸ Disability discrimination: As well as direct and indirect discrimination, victimisation and harassment this also includes discrimination arising from a disability and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Discrimination arising from disability

▸ an employer treats the disabled person unfavourably

▸ this treatment is because of something arising in consequence of the disabled person’s disability; and

▸ the employer cannot show that this treatment is a proportionate means of achieving a legitimate aim,

▸ because a disability has not been declared does not mean the individual is not entitled to support. unless the employer does not know, and could not reasonably be expected to know, that the person has the disability.

For example, an employer dismisses a worker because she has had three months’ sick leave. The employer is aware that the worker has multiple sclerosis and most of her sick leave is disability related. The employer’s decision to dismiss is not because of the worker’s disability itself. However, the worker has been treated unfavourably because of something arising in consequence of her disability (namely, the need to take a period of disability-related sick leave).

Reasonable Adjustments
The duty to make reasonable adjustments comprises three requirements. Reasonable adjustments should be considered as a preventative measure too and not just where an individual meets the legal definition of disability. Employers are required to take reasonable steps to:

1. Avoid the substantial disadvantage where a provision, criterion or practice applied by or on behalf of the employer puts a disabled person at a substantial disadvantage compared to those who are not disabled.
2. Remove or alter a physical feature or provide a reasonable means of avoiding such a feature where it puts a disabled person at a substantial disadvantage compared to those who are not disabled.
3. Provide an auxiliary aid (which includes an auxiliary service) -where a disabled person would, but for the provision of that auxiliary aid, be put at a substantial disadvantage compared to those who are not disabled.

For example, an employer has a policy that designated car parking spaces are only offered to senior managers. A worker who is not a manager, but has a mobility impairment and needs to park very close to the office, is given a designated car parking space. This is likely to be a reasonable adjustment to the employer’s car parking policy.

Other Relevant Definitions:

▸ Equality is about creating a fairer society in which everyone has the opportunity to f ulfil their potential.

▸ Diversity is about recognising and valuing difference in its broadest sense.

▸ Inclusion means involving and engaging with our stakeholders to help improve access to our services and eliminate discrimination, to better meet the needs of patients, and to fulfil our statutory obligations.

▸ Human Rights are about our basic needs as human beings. These are the core rights we are all entitled to so that we may develop our potential and live our lives with dignity and respect.

Protected Characteristics:

The Equality Act 2010 defines the 9 protected characteristics as follows:

▸ Age: a protected age group could comprise a group such as the over-fifties, or it could comprise people of a particular age, such as 21-year-olds.

▸ Disability: For the purposes of the Equality Act 2010, a person has a disability if they have a physical or mental impairment, and the impairment has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities

▸ Gender reassignment: a person proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex.

▸ Sex: reference to a man or to a woman

▸ Sexual orientation: A person’s sexual orientation towards persons of the same sex; persons of the opposite sex; or persons of either sex.

▸ Marriage and Civil Partnership: Marriage covers any formal union which is legally recognised in the UK as a marriage. Therefore, marriage between a man and a woman and between a same-sex couple are covered. A civil partnership under the Civil Partnership Act 2004 is between same sex partners and, since 2 December 2019, opposite sex partners in England and Wales.

▸ Pregnancy and maternity: it is unlawful for an employer to discriminate by treating a woman unfavourably because:

▸ of her pregnancy during the protected period (If she has the right to ordinary and additional maternity leave, at the end of the additional maternity leave period or (if earlier) when she returns to work after the pregnancy; or if she does not have that right, at the end of the period of two weeks beginning with the end of the pregnancy.

▸ of an illness she has suffered as a result of her pregnancy during the protected period

▸ she is on compulsory maternity leave

▸ she is exercising or seeking to exercise, or has exercised or sought to exercise, the right to ordinary or additional maternity leave.

▸ Race: Includes colour, nationality and/or ethnic or national origins

▸ Religion or Belief: “Religion” means any religion, and a reference to religion includes a reference to a lack of religion. “Belief” means any religious or philosophical belief and a reference to belief includes a reference to a lack of belief.

The Equality Act 2010 #

The Equality Act 2010 replaced previous discrimination laws with a single Act. It simplified the law, re moving inconsistencies and making it easier for people to understand and comply with. It also strengthened the law in important ways, to help tackle discrimination and inequality.

Standards #

The Public Sector Equality Duty (PSED)
The PSED is made up of a general overarching equality duty supported by specific duties intended to help performance of the general equality duty.

In summary, K4 Medical Services, must in the exercise of its functions, have due regard to the need to:

• Eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Act.
• Advance equality of opportunity between people who share a characteristic and those who don’t.
• Foster good relations between people who share a characteristic and those who don’t. These are referred toas the three aims of the general duty.

The Act helpfully explains that having due regard for advancing equality involves:

1. Removing or minimising disadvantages suffered by people due to their protected characteristics.
2. Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
3. Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

In addition to our legal requirements, K4 Medical Services also needs to comply with:

• The NHS Constitution which sets out what patients, public and staff can expect from the NHS.
• The Care Quality Commission’s (CQC) compliance around their fundamental standards including person-centred care, dignity and respect, safety and safeguarding. Equality, diversity, inclusion and human rights run throughout the CQC outcome requirements.
• NHS England’s NHS Workforce Race Equality Standard WRES aims to ensure employees from ethnic minority backgrounds are treated fairly at work and have access to career opportunities. Progress is demonstrated against a number of workforce race equality indicators.
• The Workforce Disability Equality Standard (WDES) came into on the1st April 2019. It is a set of ten specific measures (metrics) that will enable ambulance services to compare the experiences of Disabled and non-disabled staff. This information will then be used by the Trust to develop an action plan and to demonstrate progress against the indicators.
• The Workforce Disability Equality Standard (WDES) came into on the1st April 2019. It is a set of ten specific measures (metrics) that will enable ambulance services to compare the experiences of Disabled and non-disabled staff. This information will then be used by the Trust to develop an action plan and to demonstrate progress against the indicators.

Roles and Responsibilities #

▸ The Ops Manager have overall responsibility for equality, diversity and inclusion, including its promotion within K4 Medical Services. The Director is responsible for overseeing the policy and ensuring that lead roles are delegated within Management Team.

▸ The Human Resources Department has day-to-day responsibility for this policy and you should refer any questions about this policy to them in the first instance.

▸ All managers must set an appropriate standard of behaviour, lead by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities.

▸ All employees are personally responsible for the practical application of this policy and must support K4 Medical Services in creating and maintaining an environment that promotes equality, diversity and human rights based approaches.

▸ Individuals must bring any concerns of matters contrary to this policy to the attention of a manager. All comments and complaints will be considered in context and where appropriate, will be dealt with through the relevant K4 Medical Services policies and procedures.

Equality Impact Assessments #

▸ All strategies, policies and procedures must be assessed for the impact th ey may h ave upon equality, diversity and human rights; specifically considering due regard for the nine protected characteristics.

▸ Key managers and decision makers are to ensure that they have sufficient training and knowledge to comply with the legislative requirements that the equality analysis poses.

▸ Key managers and decision makers are to ensure that they have sufficient training and knowledge to comply with the legislative requirements that the equality analysis poses.

Patient and Public Involvement (PPI) and Diversity #

▸ K4 Medical Services actively engage with the local population and those groups that represent all those in the community. This is to ensure that everyone counts and specific attention must be paid to gain views from those groups that are seldom heard.

Communications #

▸ K4 Medical Services will ensure that the use of media to communicate messages will be accessible, giving due regard to the diversity of the audience, including other languages, easy read and other formats.

▸ K4 Medical Services will ensure that the use of media to communicate messages will be accessible, giving due regard to the diversity of the audience, including other languages, easy read and other formats.

▸ K4 Medical Services will endeavour to portray positive and diverse images of their staff in all literature, publicity material and public documents, and actively seek to illustrate their successes with regard to proactive diversity and anti-discriminatory practices.

Positive Action #

▸ The Equality Act permits employers to take positive action measures to improve equality for people who share a protected characteristic.

▸ Positive action is not the same as positive discrimination, which is unlawful.

▸ There are actions that fall within the framework of the Equality Act’s positive action provisions, such as reserving places on a training course for a group sharing a protected characteristic. These actions are only lawful if they meet the statutory conditions for positive action measures and do not exceed the limitations set out in the Equality Act 2010.

▸ This is a complex area and HR advice should always be sought before taking any act which may amount to Positive Action.

▸ It is important to note that it is not unlawful for an employer to treat a disabled person more favourably compared to a non-disabled person

Recruitment and Selection #

▸ Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person and with the involvement of the HR Department, where possible. Our recruitment procedures should be reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities.

▸ Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. They should include a short policy statement on equal opportunities and a copy of this policy will be made available on request.

▸ We have taken steps to ensure that our vacancies are advertised to a diverse labour market and, where relevant, to particular groups that have been identified as disadvantaged or underrepresented in our organisation. Where appropriate, the HR Department may approve the use of lawful exemptions to recruit someone with a particular Protected Characteristic, for example, where the job can only be done by a woman. The advertisement should specify the exemption that applies.

▸ Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

▸ Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

▸ Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments).

▸ Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment.

▸ Positive action to recruit disabled persons.

▸ Equal opportunities monitoring (which will not form part of the selection or decision-making process).

▸ Equal opportunities monitoring (which will not form part of the selection or decision-making process).

▸ We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the HR Department or UK Visas and Immigration.

▸ To ensure that this policy is operating effectively, and to identify groups that may be underrepresented or disadvantaged in our organisation, we monitor applicants’ ethnic group, gender, disability, sexual orientation, religion and age as part of the recruitment procedure. Provision of this information is voluntary, and it will not adversely affect an individual’s chances of recruitment, or any other decision related to their employment. The information is removed from applications before shortlisting and kept in an anonymised format solely for the purposes stated in this policy. Analysing this data helps us take appropriate steps to avoid discrimination and improve equality and diversity.

Training and Promotion and Conditions of Services #

▸ Training needs will be identified through regular appraisals. You will be given appropriate access to training to enable you to progress within the organisation and all promotion decisions will be made on the basis of merit.

▸ Workforce composition and promotions will be regularly monitored to ensure equality of opportunity at all levels of the organisation. Where appropriate, steps will be taken to identify and remove unjustified barriers and to meet the special needs of disadvantaged or underrepresented groups.

▸ Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all of you who should have access to them and that there are no unlawful obstacles to accessing them.

Termination of Employment #

▸ We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory.

▸ We will also ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal or other disciplinary action.

Disabilities #

▸ If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.

▸ If you experience difficulties at work because of your disability, you may wish to contact [your line manager OR the HR Department] to discuss any reasonable adjustments that would help overcome or minimise the difficulty. [Your line manager OR The HR Department] may wish to consult with you and your medical adviser about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible.

▸ We will monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access.

Part-time and Fixed-term work #

Part-time and fixed-term staff should be treated the same as comparable full-time permanent staff and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

Accessible Information Standard #

The Accessible Information Standard is an initiative that tells ambulance services how to ensure that disabled patients and their carers receive information in formats that they can understand, as well as receiving appropriate support to help them to communicate. Such formats could include large print, braille or easy-read documents.

A disabled person is defined as “Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.”

The five basic steps that make up the standard are:

• Ask: Identify / find out if an individual has any communication / information needs. Patients should be asked what their individual needs are – this should be done when new patients register, and for existing patients as and when opportunities present themselves, e.g. during phone calls, and by sharing information materials in the ambulance service in posters, leaflets etc.
• Record: Record those needs in a clear, unambiguous and standardised way using clinical coding and free text where appropriate.
• Alert / flag / highlight: Ensure that recorded needs are ‘highly visible’ – electronic records should have an attached flag or alert, while paper records should be clearly marked.
• Share: Include information about individuals’ information / communication needs as part of existing data sharing processes (and in line with existing information governance frameworks).
• Act: Take steps to ensure that individuals receive information which they can access and understand, and receive communication support if they need it.

The ambulance service will ask patients if they have any information or communication needs, and find out how best to meet their needs. This information will be recorded clearly and in a set way.

The ambulance service will highlight or “flag” individuals’ files or notes so it is clear that they have information or communication needs, as well as highlighting how those needs should be met. It is good practice to take existing data held by the ambulance service that indicates which patients are more likely to have information or communication needs. This will aid in proactively targeting such individuals to identify and record their needs in line with the Accessible Information Standard.

Ambulance services are not expected to work backwards through existing patients’ records in order to identify their communication needs. The needs will be identified at the point of registration for new patients, and opportunistically for existing patients.

Exclusions to the Standard #

Standards for signage in the ambulance service, the provision of information in foreign languages, and meeting individuals’ preferences for being communicated with in a particular way (e.g. requesting a print letter rather than an email) have been determined to be outside the scope of the standard.

Our Principles for Accessible Information and Communication #

As a ambulance service, we will run a Patient needs assessment and gap analysis in order to the appropriate measures and principles regarding our information and technology. The following principles and standards will apply to our technology and information:

1. Work towards full compliance with the NHS Accessible Information Standard
   We will adopt the NHS Accessible Information Standard for patients with disability, impairment or sensory loss.
2. Positive Images
   We present positive images of disabled people and ethnic diversity on our website and publications to encourage patients to use our services, to help them identify with the message and feel that they can trust the organisation.
3. Involve target audiences to understand what is effective for them
   As part of inclusive communication, we willask what our patients need to understand the messages that we want to give them and ensure they have the opportunity to let us know how they want to communicate with us.
4. Designated web page for disabled people
   To make it easier for disabled people to access information that is most important to them we will have a designated page, signposted from the Website Home page, with clear information about the services which are the highest priority for them such as accessible toilets, Blue Badges and parking.
5. Telephone hotline to support all areas of the website
   We will provide a Telephone hotline to support all areas of the website where people need assistance to find what they are looking for, complete a transaction, report a problem with accessibility. This will be promoted on the accessibility pages and staff taking the phone calls will receive additional training to enable them to deal effectively with the patient enquiry.
6. Design accessibility into information and communication
   We will use clear, easy to read language and simple design with a minimum font size of 12 point for paper copy.
7. Meet accessible communications needs on request.
   We will make provision to be able to meet patients communications needs on request. We will provide alternative channels for those who need additional support. We will make provision for interpretation and translation, alternative formats and multiple channels on request and within a standard timescale, with clear information to patients and staff on standards and how to make a request.
8. Ensure the additional needs of patients are considered when designing communications
   Where there is evidence of need and demand we will provide translated material and accessible formats in advance. We will develop a standard set of principles and criteria for when to make this provision.

Resources #

BMA – Focus on the Accessible Information Standard

Disability: Words to Use and Avoid #

with a learning disability (singular) with learning disabilities (plural)

Avoid	Use
(the) handicapped, (the) disabled	disabled (people)
afflicted by, suffers from, victim of	has [name of condition or impairment]
confined to a wheelchair, wheelchair-bound	wheelchair user
mentally handicapped, mentally defective, retarded, subnormal	with a learning disability (singular) with learning disabilities (plural)
cripple, invalid	disabled person
Spastic	person with cerebral palsy
able-bodied	non-disabled
mental patient, insane, mad	person with a mental health condition
deaf and dumb, deaf mute	deaf or Deaf, user of British Sign Language (BSL), person with a hearing impairment, person who is deaf or has hearing loss
the blind	people with visual impairments, blind people, blind and partially sighted people
an epileptic, diabetic, depressive, and so on	person with epilepsy, diabetes, depression or someone who has epilepsy, diabetes, depression
dwarf, midget	someone with restricted growth or short stature
fits, spells, attacks	Seizures

Responsibilities #

Aspect	Overall Responsibility	Delegated Control
Equality / diversity training and standards	Jono Erodotou
Equality / diversity annual audit and review	Jono Erodotou
Recruitment and selection management and processes	Jono Erodotou

Checklist

Aspect	Requirement	Checked and Present Y/N
New Recruits	Monitoring (where carried out) is entirely separate, and confidential from, the selection process. Equality and diversity training carried out
Existing Staff	Equality and diversity training carried out
Annual review and audit	Completed, and follow up actions identified and action planned

Monitoring Form #

Monitoring is strictly confidential but not anonymous. Pay numbers are a way to identify employees for monitoring purposes to ensure fairness and access to opportunity. For job applicants, you should enter the job applied for title.

https://k4group.jotform.com/info/monitoring-form

Breaches of this policy #

▸ We take a zero-tolerance approach to breaches of this policy, which will be dealt with accordance with our Disciplinary Policy. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

▸ if you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure. Complaints will be treaded in confidence and investigated as appropriate.

▸ There must be no victimisation, detrimental treatment or retaliation against staff who raise a complaint about discrimination.

Monitoring #

▸ The Human Resources department will monitor the composition of its workforce by collecting relevant statistics relating to, ethnicity, sex, age, disability, sexual orientation, religion or belief, marriage and civil partnerships, gender reassignment, pregnancy and maternity throughout the employment cycle.

Policy Review #

▸ This policy will be reviewed every three years or amended in the light of new employment/equality legislation.

References #

Equality Act 2010 Code of Practice