Equality, Diversity and Disability Policy

Introduction:

This policy provides guidance for all employees and subcontractors of Mentis with respect to equality.

We are an equal opportunities employer and will not tolerate discrimination on grounds of gender, marital status, sexual orientation, race, colour, nationality, religion, age, disability, working pattern, caring responsibilities, trade union activity or political beliefs - or any other grounds.

This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service termination of employment. To ensure that it is operating effectively (and for no other purpose) the company maintains records of employees' and applicants' racial origins, gender and disability.

Our aim is that the composition of our workforce should reflect that of the community. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged or under-represented groups to compete on a genuine basis of equality.

The directors of the company are responsible for the effective operation of this Policy.

Objectives:

Ensure that the company has access to the widest labour market and secures the best employees for its needs.
Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the company and themselves.
Achieve an ability-based workforce which is in line with the working population mix in the relevant labour market areas.

Underpinning Principles:

The following principles apply in all personnel matters:

Fairness – all must be treated fairly in recruitment, selection, training, promotion, disciplinary proceedings;
Courtesy – staff shall treat each other with professional courtesy and no one will be subjected to victimisation, discrimination or harassment;
Reporting – should any employee or contractor experience or observe unfairness or harassment in any of the Firm’s dealings with people they should bring it to the notice of a Director;
Review – any alleged discrimination will be reviewed by two Directors, a written report will be made to the Board and appropriate action taken to remove inequality of treatment of individuals or groups.

We will demonstrate our commitment by:

promoting equality of opportunity and diversity in all our work and with all our partners and workforce
building a workforce which reflects our customer base, within the diverse communities in which we work, with the aim of having parity of representation across the workforce
encouraging recruitment from groups currently under-represented in the company, and progression once recruited
treating customers, colleagues and partners fairly and with respect
promoting an environment free from discrimination, bullying and harassment, and tackling behaviour which breaches this
recognising and valuing the differences and individual contribution that people make
providing supportto staff to develop their careers and their contribution to the organisation through the enhancement of their skills and abilities;

building in legislative requirements and best practice (e.g. Codes of Practice from the Commission for Racial Equality) to our service delivery and employee procedures, supporting these with appropriate training and guidance.

This policy applies to all dealings with staff, potential recruits, associates, subcontractors and any other person with whom we may conduct business.

Advertising, Selection and Recruitment:

Wherever possible, vacancies will be advertised simultaneously internally and externally. We will ensure that knowledge of vacancies reaches under-represented groups. All vacancy advertisements will include an appropriate short statement on equal opportunity.

Selection criteria (job description and employee specification) will be reviewed to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

More than one person must be involved in each selection interview and recruitment process, and all should have received training in equal opportunities. Reasons for selection and rejection of applicants for vacancies must be recorded.

Wherever possible, special access is provided for under-represented groups to prepare them to compete on equal terms for jobs and promotion. Recruitment to all jobs will be strictly on merit, but efforts will be made to identify and remove barriers and to provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or under-represented groups.

Personnel Records:

In order to ensure effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' gender, racial origins and disability. Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.

Disability:

Mentis strongly supports the provisions, regulations and codes of practice contained within the Disability Discrimination Act 1999 and 2005. We have assessed the facilities for access to our offices and facilities (including parking, entrances, emergency exits, toilets, kitchen, workspaces and computer systems) and have confirmed their compliance with the requirements of the Act. In recruiting, we take specific measures to encourage participation from disabled applicants.

Conclusion:

The cooperation of all staff is essential to the success of this policy. However, responsibility for achieving its objectives, and for compliance with the relevant Acts of Parliament and the various Codes of Practice, lies with the company. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.

Every person working for Mentis has a personal responsibility for implementing and promoting these principles in their day-to-day dealings with customers, with each other and with partners. Inappropriate behaviour is not acceptable.

We will measure and report on the effectiveness of our service delivery and employee policies and processes in relation to these principles, by building performance monitoring and management information requirements into policy and product development. This information will be used to inform future policy and to enhance business processes.

Approved: November 2003

Latest Revision: June 2010