Print Clever (\u201cthe Company\u201d) is committed to valuing diversity and seeks to provide all staff with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job.<\/p>
We believe that people from different backgrounds can bring fresh ideas, thinking and approaches which make the way work is undertaken more effective and efficient.<\/p>
The Company will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender \/ gender reassignment, marriage \/ civil partnership, pregnancy \/ maternity, race, religion or belief, sex, or sexual orientation, whether in the field of recruitment, terms and conditions of employment, career progression, training, transfer or dismissal.<\/p>
It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these concepts, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, customers, suppliers or any other person associated with the Company.<\/p>
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2.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.<\/p>
2.2 To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.<\/p>
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Name: <\/strong>Tony Acres<\/p> Position: <\/strong>Director<\/p> Telephone Number: <\/strong>07860921349<\/p> \u00a0<\/p> Discrimination is unequal or differential treatment which leads to one person being treated more or <\/em>less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.<\/p> <\/p> This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.<\/p> This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:<\/p> It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;<\/p><\/li> The employer cannot justify the need for the application of the policy on a neutral basis; and<\/p><\/li> The person to whom the employer is applying it suffers detriment from the application of the policy.<\/p><\/li><\/ul> <\/p> Example:<\/strong> A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.<\/p> This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.<\/p> This occurs when a person is treated less favourably because they have bought or intend to bring proceedings or they have given or intend to give evidence.<\/p> \u00a0<\/p> It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.<\/p> Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.<\/p> It is not permissible to treat a person less favourably because of their age. This applies to people of all ages.\u00a0 This does not currently apply to the calculation of redundancy payments.<\/p> It is not permissible to treat a disabled person less favourably than a non-disabled person.\u00a0 Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.<\/p> It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.<\/p> It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because s\/he is homosexual, heterosexual or bisexual.<\/p> It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.<\/p> \u00a0<\/p> Under the Equality Act 2010 [UK], positive action in recruitment and promotion applies as of 6 April 2011.\u00a0\u2018Positive action\u2019 means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.\u00a0<\/p> If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.<\/p> \u00a0<\/p> The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person.\u00a0 These may include:<\/p> 8.1 Making adjustments to premises;<\/p> 8.2 Re-allocating some or all of a disabled employee\u2019s duties;<\/p> 8.3 Transferring a disabled employee to a role better suited to their disability;<\/p> 8.4 Relocating a disabled employee to a more suitable office;<\/p> 8.5 Giving a disabled employee time off work for medical treatment or rehabilitation;<\/p> 8.6 Providing training or mentoring for a disabled employee;<\/p> 8.7 Supplying or modifying equipment, instruction and training manuals for disabled employees; or<\/p> 8.8 Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.<\/p> If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.<\/p> \u00a0<\/p> All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.<\/p> The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.<\/p> Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.<\/p> The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.<\/p> \u00a0<\/p> In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the section 2 of the Staff Handbook.<\/p> \u00a0<\/p> Employees may contact their employee or trade union representative if access to such an individual is possible.<\/p> Other contacts include:<\/p> Equality and Human Rights Commission<\/strong><\/p> Manchester: <\/em>Arndale House, The Arndale Centre, Manchester, M4 3AQ<\/p> London: <\/em>Fleetbank House, 2-6 Salisbury Square, London, EC4Y 8JX<\/p> Cardiff: <\/em>Block 1, Spur D, Government Buildings, St Agnes Road, Gabalfa, Cardiff, CF14 4YJ<\/p> Glasgow: <\/em>151 West George Street, Glasgow, G2 2JJ<\/p> Helpline Telephone Number:<\/em><\/strong><\/p> Phone: 0808 800 0082<\/p> Textphone: 0808 800 0084<\/p> Website: www.equalityhumanrights.com<\/a>\u00a0<\/p> \u00a0<\/p> Citizens Advice Bureau, <\/strong>3rd<\/sup> Floor North, 200 Aldersgate Street, London, EC1A 4HD<\/p>4. Definition of Discrimination<\/h1>
5. Types of Discrimination<\/h1>
5.1 Direct Discrimination<\/h3>
5.2 Indirect Discrimination<\/h3>
5.3 Harassment<\/h3>
5.4 Victimisation<\/h3>
6. Unlawful Reasons for Discrimination<\/h1>
6.1 Sex<\/h3>
6.2\u00a0 Age<\/h3>
6.3 Disability<\/h3>
6.4 Race<\/h3>
6.5 Sexual Orientation<\/h3>
6.6 Religion or Belief<\/h3>
7. Positive Action in Recruitment<\/h1>
8. Reasonable Adjustments<\/h1>
9. Responsibility for the Implementation of this Policy<\/h1>
10. Acting on Discriminatory Behaviour<\/h1>
11. Advice and Support on Discrimination<\/h1>