As an employer is committed to supporting, developing and promoting diversity and equality in all of its employment practices and activities and aims to establish an inclusive culture free from discrimination and based on the values of fairness, dignity and respect. The Service will support and develop staff through providing everyone with access to facilities, personal and career development opportunities and employment on an equal basis regardless of race, national or ethnic origin, disability, age, gender, sexual orientation, transgender identity or religion\/belief.<\/p>\n
1. Hawk SECURITY GROUP (UK) LTD) recognizes that we operate our services in a society where discrimination still exists to the disadvantage of many groups in society.<\/p>\n
2. Hawk SECURITY GROUP (UK) LTD) believes that all persons should have equal rights to recognition of their human dignity, and to have equal opportunities to be educated, to work, receive services and to participate in society.<\/p>\n
3. Hawk SECURITY GROUP (UK) LTD) is committed to the promotion of equal opportunities within the Hawk SECURITY GROUP (UK) LTD), and affiliated organizations, through the way we manage the organization and provide services to the community. In order to express this commitment, we develop, promote and maintain policies that will be conducive to the principles of fairness and equality in the workplace.<\/p>\n
4. The objective of this policy is that no person should suffer or experience less favorable treatment, discrimination or lack of opportunities on the grounds of gender, race, color, nationality, ethnic origin, religious or philosophical beliefs, health status, HIV status, age, marital status, parental status, sexual orientation, political beliefs or trade union membership, class, responsibility for dependents, physical attributes, ex-offender status as defined by the Rehabilitation of Offenders Act 1974, lack of formal qualifications where such qualifications are not formally required, or any other grounds which cannot be shown to be justifiable within the context of this policy.<\/p>\n
5. This policy will influence and affect every aspect of activities carried out at Hawk SECURITY GROUP (UK) LTD) i.e. security guarding, key holding and alarm response other functions linked to the Hawk SECURITY GROUP (UK) LTD), as determined by the company management.<\/p>\n
6. In the provision of services and the employment of staff, Hawk SECURITY GROUP (UK) LTD) is committed to promoting equal opportunities for everyone. Throughout its activities, Hawk SECURITY GROUP (UK) LTD) will treat all people equally whether they are:<\/p>\n
\u00b7 Seeking or using our services.<\/p>\n
\u00b7 Applying for a job or already employed by us.<\/p>\n
\u00b7 Workers with work experience or placements.<\/p>\n
\u00b7 Volunteer workers.<\/p>\n
How the policy will be implemented and who is responsible?<\/p>\n
The operations manager has specific responsibility for the effective implementation of this policy. Every manager also has responsibilities, and we expect all our employees to abide by the policy and help create the equality environment which is its objective.<\/p>\n
In order to implement this policy, we shall:<\/p>\n
\u00b7 Communicate the policy to employees, job applicants, volunteers, and relevant others.<\/p>\n
\u00b7 Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.<\/p>\n
\u00b7 Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques.<\/p>\n
\u00b7 Incorporate equal opportunity notices into general communications practices.<\/p>\n
\u00b7 Ensure that adequate resources are made available to fulfill the objectives of the policy.<\/p>\n
Conduct and general standards of behaviour<\/p>\n
All staff and volunteers are expected to always conduct themselves in a professional and considerate manner. Hawk SECURITY GROUP (UK) LTD) will not tolerate behaviour such as:<\/p>\n
\u00b7 making threats<\/p>\n
\u00a0<\/p>\n
\u00b7 physical violence<\/p>\n
\u00b7 shouting<\/p>\n
\u00b7 swearing at others<\/p>\n
\u00b7 persistent rudeness<\/p>\n
\u00b7 isolating, ignoring or refusing to work with certain people<\/p>\n
\u00b7 telling offensive jokes or name calling<\/p>\n
\u00b7 displaying offensive material such as pornography or sexist \/ racist cartoons, or the distribution of such material via email \/ text message or any other format.<\/p>\n
\u00b7 any other forms of harassment or victimisation.<\/p>\n
\u00a0<\/p>\n
The items on the above list of unacceptable behaviours are considered to be disciplinary offences within Hawk SECURITY GROUP (UK) LTD) and can lead to disciplinary action being taken. Management encourage staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being oversensitive. It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.<\/p>\n
Complaints of discrimination<\/p>\n
Hawk SECURITY GROUP (UK) LTD) will treat seriously all complaints of unlawful discrimination on any forbidden grounds made by employees, trustees, clients or other third parties and will take action where appropriate.<\/p>\n
All complaints will be investigated in accordance with the organisation\u2019s grievance, complaints or disciplinary procedure, as appropriate and the complainant will be informed of the outcome in line with these procedures.<\/p>\n
We will also monitor the number and outcomes of complaints of discrimination made by staff, volunteers, clients and other third parties.<\/p>\n
C) Legal Obligations<\/p>\n
Equal Opportunities and Discrimination (Equality Act 2010)<\/p>\n
The new Equality Act came into force in October 2010 and replaces all previous equality legislation in England, Scotland and Wales \u2013 namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).<\/p>\n
The Equality Act 2010 protected characteristics are:<\/p>\n
Age, disability, gender reassignment, marriage or civil partnership, pregnancy, maternity, race, religion or belief sex and sexual orientation<\/p>\n
In valuing diversity Hawk SECURITY GROUP (UK) LTD) is committed to go beyond the legal minimum regarding equality.<\/p>\n
The Equality Act 2010 harmonises strengthens and replaces most previous equality legislation. The following legislation is still relevant:<\/p>\n
\u00b7 The Human Rights Act 1998.<\/p>\n
\u00b7 The Work and Families Act 2006.<\/p>\n
\u00b7 Employment Equal Treatment Framework Directive 2000 (as amended).<\/p>\n
\u00a0<\/p>\n
D) RECRUITMENT AND SELECTION<\/p>\n
1. The recruitment and selection process is crucially important to any equal opportunities policy. We will Endeavour through appropriate training to ensure that employees, making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.<\/p>\n
2. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.<\/p>\n
3. Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications.<\/p>\n
4. We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.<\/p>\n
5. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do their job.<\/p>\n
6. Short-listing and interviewing will be carried out by more than one person where possible.<\/p>\n
7. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.<\/p>\n
8. Selection decisions will not be influenced by any perceived prejudices of other staff.<\/p>\n
E) MONITORING<\/p>\n
1. We will maintain and review the employment records of all employees in order to monitor the progress of this policy.<\/p>\n
Monitoring may involve:-<\/p>\n
\u00b7 The collection and classification of information regarding the race in terms of ethnic\/national origin and sex of all applications and current employees;<\/p>\n
\u00b7 The examination by ethnic\/national origin and sex of the distribution of employees and the success rate of the applicants; and<\/p>\n
\u00b7 Recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.<\/p>\n
2. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and staff.<\/p>\n
Policy Review<\/p>\n
This policy will be reviewed at regular intervals to ensure it remains in line with legislation and The Service\u2019s organizational principles.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" Equal Opportunities Diversity Policy As an employer is committed to supporting, developing and promoting diversity and equality in all of its employment practices and activities and aims to establish an inclusive culture free from discrimination and based on the values of fairness, dignity and respect. The Service will support and develop staff through providing everyone … Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"footnotes":""},"class_list":["post-625","page","type-page","status-publish"],"_links":{"self":[{"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/pages\/625","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=625"}],"version-history":[{"count":4,"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/pages\/625\/revisions"}],"predecessor-version":[{"id":666,"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=\/wp\/v2\/pages\/625\/revisions\/666"}],"wp:attachment":[{"href":"https:\/\/hawksec.co.uk\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=625"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}