Gresham - Designers and manufacturers of office and leisure furniture

Equalopportunities

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Gresham Office Furniture is an equal opportunities employer. Gresham Office Furniture Limited is an equal opportunity employer. The aim of our policy is to ensure that no applicant or employee receives less favourable treatment on the grounds of sex, disability, marital status, colour, race, nationality, age or ethnic origin. This policy is not only desirable for moral reasons; it is also good business practice to fully utilise the skills available, both within the workforce and the local community. Current legislation made discrimination on the grounds of sex, marital status, disability, colour, race, nationality, age or ethnic origins unlawful. In order to comply with this legislation, fulfil our moral responsibility and demonstrate the Company’s commitment to equal opportunity the following policy statement together with this implementation is being issued. This applies not only to employees but also to participants in Youth and Adult Training Programmes. This Equal Opportunities Policy is written to conform to guidance notes provided by the Commission for Racial Equality and also to include the main objectives of the Sex Discrimination Act. It has always been the policy of Gresham Office Furniture to afford exactly equal treatment to all its employees. However, with the growth of the Training For Skills (YTS) programme and the increasing numbers of citizens born of ethnic minority groups, we wish to make a formal declaration of our status as an equal opportunity employer. The aim of our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, disability, colour, race nationality, age or ethnic origins or disadvantaged by any conditions or requirements which can not be shown to be justifiable. Selection and promotion criteria and procedures will be regularly reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and, where appropriate, special training to progress within the organization according to their true potential. To safeguard individual rights under the policy, any employee who believes the Company has applied inequitable treatment to him/her within the scope of the policy may raise the matter through the appropriate grievance procedure. IMPLEMENTATION OF THE POLICY For monitoring and implementation purposes it will be the responsibility of the department heads. The overall responsibility of updating, training and reviewing of the policy is with the Personnel Department. All employees are made aware of the Company’s Equal Opportunity Policy and of their obligations under the Race Relations Act 1967 and the Sex Discrimination Act 1975. A summary of the main provisions of these Acts is as follows. DEFINITION OF DISCRIMINATION It is unlawful to discriminate on the grounds of sex, marital status, disability, colour, race, nationality, age or ethnic origin, either directly or indirectly. Direct Discrimination: where a person is treated less favourably than others on the grounds of race, sex or marital status. Indirect Discrimination (Racial): where a requirement is applied equally to persons of different racial groups but is such that a smaller proportion of one racial group can comply with it and can not be shown to be justifiable on other racial grounds. An example of this is:- An employer who requires higher language standards than are needed for safe and effective performance of the job. Indirect Discrimination (Sex/Marital): where a requirement or condition is applied equally to men and woman such that a considerably smaller proportion of one sex can comply with it. Unless the requirements of condition is necessary of the job or training place, irrespective of sex. RESPONSIBILITY OF THE COMPANY The Company is responsible for any act or discrimination by an employee in the course of his/her employment, unless it can be shown that it took such steps as were reasonably practicable to prevent the employee from doing the act. The Race Relations Act and Sex. Discriminations Act make it unlawful to discriminate on grounds of sex, marital statues disability, colour, race, nationality, age or ethnic origin against any person:- In the method used in recruiting staff or trainees. Be refusing the opportunity for promotion, training, transfer and any other benefits or services. In the terms and conditions of employment or training places. TRAINING OF EMPLOYEES Training is a vital element in ensuring the effective implementation of the Company’s Equal Opportunity Policy. All those employees with specific responsibilities under the policy such as line management, supervision, recruitment and training staff will receive specific training. This training will ensure that these employees understand their legal obligations, the practical application of the Equal Opportunity Policy and the culture of minority workers. These items will be included in all supervisory and general management courses. COMPLAINTS It is the duty of any employee who identifies a problem in the Company’s procedures or practices to immediately bring that problem to the attention of the supervisor/manager or, if appropriate, the Personnel Manager. Any disclaimer who feels he/she has a grievance arising from the Equal Opportunity Policy should pursue the matter through the existing ‘Grievance Procedure’. DISCLAIMERS Gresham Office Furniture does not, in implementing a more precise and formal definition of its Equal Opportunity Policy, imply that it has not sought to apply fair standards of training practice in the past. On the contrary, it believes that it has always done its best to practice the highest training standards. However, it recognises the act of rapid social change and development and the impact of the new social legislation. It is for this reason, and for this reason alone, that it now wishes to revise and restate its employment policies. The formulation of an Equal Opportunities Policy has not been promoted by any allegations of unfairness or inequality being practiced by Gresham Office Furniture Limited.

Downloads/PDFs Equal Opportunities Associations & Accreditations

Gresham Office Furniture is an equal opportunities employer.

Gresham Office Furniture Limited is an equal opportunity employer. The aim of our policy is to ensure that no applicant or employee receives less favourable treatment on the grounds of sex, disability, marital status, colour, race, nationality, age or ethnic origin.

This policy is not only desirable for moral reasons; it is also good business practice to fully utilise the skills available, both within the workforce and the local community.

Current legislation made discrimination on the grounds of sex, marital status, disability, colour, race, nationality, age or ethnic origins unlawful. In order to comply with this legislation, fulfil our moral responsibility and demonstrate the Company’s commitment to equal opportunity the following policy statement together with this implementation is being issued.

This applies not only to employees but also to participants in Youth and Adult Training Programmes.

This Equal Opportunities Policy is written to conform to guidance notes provided by the Commission for Racial Equality and also to include the main objectives of the Sex Discrimination Act.

It has always been the policy of Gresham Office Furniture to afford exactly equal treatment to all its employees. However, with the growth of the Training For Skills (YTS) programme and the increasing numbers of citizens born of ethnic minority groups, we wish to make a formal declaration of our status as an equal opportunity employer.

The aim of our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, disability, colour, race nationality, age or ethnic origins or disadvantaged by any conditions or requirements which can not be shown to be justifiable. Selection and promotion criteria and procedures will be regularly reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and, where appropriate, special training to progress within the organization according to their true potential.

To safeguard individual rights under the policy, any employee who believes the Company has applied inequitable treatment to him/her within the scope of the policy may raise the matter through the appropriate grievance procedure.

IMPLEMENTATION OF THE POLICY

For monitoring and implementation purposes it will be the responsibility of the department heads. The overall responsibility of updating, training and reviewing of the policy is with the Personnel Department.

All employees are made aware of the Company’s Equal Opportunity Policy and of their obligations under the Race Relations Act 1967 and the Sex Discrimination Act 1975. A summary of the main provisions of these Acts is as follows.

DEFINITION OF DISCRIMINATION

It is unlawful to discriminate on the grounds of sex, marital status, disability, colour, race, nationality, age or ethnic origin, either directly or indirectly.

Direct Discrimination: where a person is treated less favourably than others on the grounds of race, sex or marital status.

Indirect Discrimination (Racial): where a requirement is applied equally to persons of different racial groups but is such that a smaller proportion of one racial group can comply with it and can not be shown to be justifiable on other racial grounds. An example of this is:-

An employer who requires higher language standards than are needed for safe and effective performance of the job.

Indirect Discrimination (Sex/Marital): where a requirement or condition is applied equally to men and woman such that a considerably smaller proportion of one sex can comply with it. Unless the requirements of condition is necessary of the job or training place, irrespective of sex.

RESPONSIBILITY OF THE COMPANY

The Company is responsible for any act or discrimination by an employee in the course of his/her employment, unless it can be shown that it took such steps as were reasonably practicable to prevent the employee from doing the act. The Race Relations Act and Sex.

Discriminations Act make it unlawful to discriminate on grounds of sex, marital statues disability, colour, race, nationality, age or ethnic origin against any person:-

In the method used in recruiting staff or trainees.
Be refusing the opportunity for promotion, training, transfer and any other benefits or services.
In the terms and conditions of employment or training places.

TRAINING OF EMPLOYEES

Training is a vital element in ensuring the effective implementation of the Company’s Equal Opportunity Policy.

All those employees with specific responsibilities under the policy such as line management, supervision, recruitment and training staff will receive specific training. This training will ensure that these employees understand their legal obligations, the practical application of the Equal Opportunity Policy and the culture of minority workers. These items will be included in all supervisory and general management courses.

COMPLAINTS

It is the duty of any employee who identifies a problem in the Company’s procedures or practices to immediately bring that problem to the attention of the supervisor/manager or, if appropriate, the Personnel Manager. Any disclaimer who feels he/she has a grievance arising from the Equal Opportunity Policy should pursue the matter through the existing ‘Grievance Procedure’.

DISCLAIMERS

Gresham Office Furniture does not, in implementing a more precise and formal definition of its Equal Opportunity Policy, imply that it has not sought to apply fair standards of training practice in the past. On the contrary, it believes that it has always done its best to practice the highest training standards. However, it recognises the act of rapid social change and development and the impact of the new social legislation. It is for this reason, and for this reason alone, that it now wishes to revise and restate its employment policies.

The formulation of an Equal Opportunities Policy has not been promoted by any allegations of unfairness or inequality being practiced by Gresham Office Furniture Limited.