Sue’s Driving School recognises and values people’s differences and will assist them to use their talents to reach their full potential.
The organisation will do all it can to ensure it recruits, trains and promotes people based on qualifications, experience and abilities for all roles within the organisation.
This policy is designed to ensure that Sue’s Driving School complies with its obligations under equality legislation and demonstrates our commitment to treating people equally and fairly.
Sue’s Driving School is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation (defined as Protected Characteristics).
Using fair and objective employment practices, the organisation aims to ensure that
- All employees and potential employees are treated fairly and with respect at all stages of their employment.
- All employees or service users have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour. Such behaviour may come from other employees or by people (third parties) who are not employees of Sue’s Driving School, such as customers or clients.
- All employees or service users have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination.
- All employees or service users have the right to be free from discrimination because they associate with another person who possesses a Protected Characteristic or because others perceive that they have a particular Protected Characteristic, even if they do not.
- The policy applies to all employed by Sue’s Driving School
- The policy applies to all stages of employment including recruitment and selection, promotion and training
As an organisation, we value the variety of different views, outlooks and approaches that a diverse workforce bring. This assists us to provide improved services and increase our understanding of our service users/clients.
We will do all we can to ensure no one will receive less favourable treatment or is to be disadvantaged by requirements or conditions, which cannot be shown to be justifiable Employees of Sue’s driving School have a duty to act within this policy, ensure it is followed and to draw attention to any suspected discriminatory acts or practices.
Responsibility for promoting awareness of this policy and monitoring that it is being followed rests with Simon Howe. Partner.
Breaches of the Equality and Diversity Policy by employees
Breaches of this policy by employees may be dealt with dismissal.
Employees are also personally liable under equality legislation for any act of unlawful discrimination.
In carrying out the policy, the organisation will carry out the following actions, monitor all groups communications.
All staff will be involved in creating an equality environment and one that values diversity.
Communication of the policy to job applicants and employees through email, text and notices.
WORKING WITH PARTNERS
In selecting our partners, we will consider their commitment to Equality and Diversity by checking their equal opportunities policy.
USERS OF OUR SERVICE
We will make our services accessible by publishing our aims.
MONITORING THE POLICY
This policy will be monitored to judge to what extent it is working and identify areas for improvement.
Monitoring will relate to both employees and to service users and methods used will include monitoring inappropriate emails, texts and conversations.
Employees who feel that they have suffered any form of discrimination should raise the issue through the following means, contact the owners as soon as possible in writing.
Service users who feel that they have suffered any form of discrimination should raise their concerns as in our complaints procedure.
Employees and service users should also use this approach if they feel that they been the subject of harassment from someone who is not an employee of Sue’s driving School will not tolerate any harassment from third parties towards its employees or service users and will take appropriate action to prevent it happening again.
If an employee or service user witness’s behaviour that they find offensive in relation to age, marriage or civil partnership, pregnancy and maternity, disability, gender reassignment, race, religion or belief, sex and sexual orientation, even if it is not directed at them they should also use this procedure.
This policy will be reviewed every two years by Simon Howe to ensure that it remains up to date and reflects the needs and practices of the organisation.
The policy may also be reviewed if legislation changes or if monitoring information suggests that policy or practices should be altered.