Free Equality At Work Policy

We are pleased to include a sample Equality At Work Policy that you can use in your business.

Remember to review and/or adapt this policy in accordance with company-specific requirements and all relevant legal considerations.

Equality At Work Policy

Purpose

The Purpose of the policy is to demonstrate the company’s commitment to equality of work at [INSERT COMPANY NAME]. This Policy promotes a work environment free from discrimination in areas such as gender, marital status, family status, race, religion, sexual orientation, disability, age, and members of the travelling community.

Scope

This policy covers all employees at [INSERT COMPANY NAME].

Guiding Principles

The company is committed to equal opportunity of employment; all decisions will be based on merit, qualifications, and abilities.  Decisions will not be affected by race, colour, nationality, religion, sex, marital status, family status, sexual orientation, disability, age, or membership of the travelling community.

Implied in all our employment contracts is a commitment to equal pay and working conditions for like work. 

The company fully endorsed a working environment free from discrimination, harassment, and sexual harassment.

Training, experience, and promotional opportunities are open to all employees.

Procedure

The company will always state, “We are an Equal Opportunities Employer,” in any form of job advertising, whether internal or external.

The company will take appropriate disciplinary action against an employee who fails to follow the Company Equal Opportunities Policy.

Any employee who feels that they have been mistreated in terms of access to employment, working conditions, training, work experience, or promotion, or regarding the reclassification of posts, should follow and apply the company’s grievance procedure.

EQUALITY AT WORK PROCESS

The Equality At Work process will generally occur in the manner and sequence noted below.

Staff must inform their managers or the Human Resources Department of all instances of equality issues under the scope and guidelines of this policy at [INSERT COMPANY NAME].

Upon becoming aware of equality issues at [INSERT COMPANY NAME]. The employing department manager should immediately contact the Human Resource Department.

The HR Department will then immediately liaise with the manager and employee(s) to ascertain whether the issue identified should come under the scope of the Disciplinary Policy and/or can be resolved using any other policy or procedure at [INSERT COMPANY NAME].

RESPONSIBILITIES

DEPARTMENT OF HUMAN RESOURCES

The Department of Human Resources is responsible for the following:

Maintaining and overseeing the Equality Policy at [INSERT COMPANY NAME].

Initiating or recommending immediate action in response to circumstances where warranted.

Analysing and reporting on Equality-based complaints information on a regular basis, with recommendations for addressing problems/issues identified.

Ensuring the confidentiality of all Equality-based complaints once they are received in the Department of Human Resources.

EMPLOYING DEPARTMENT

Employing Departments are responsible for the following:  

Ensuring that the Human Resources Department is informed immediately of all equality issues under the scope and guidelines of this policy.

Initiating follow-up action where appropriate.

EMPLOYEES

Employees are responsible for informing their managers or the Human Resources Department of all instances of equality issues under the scope and guidelines of this policy at [INSERT COMPANY NAME].

REPORTING

The Department of Human Resources will submit an Equality at Work report to the Chief Executive Officer regularly.  

Any actions the Human Resources Department deems necessary to address any concerns.

REVIEW OF PROCEDURE

This Procedure will be reviewed within twelve months of its initial implementation.