Diversity and Equal Opportunities Policy

Statement of Principle

The Company’s statement of principle on equality and equal opportunities is: –

The Company is committed to a policy of treating all its employees, workers and job applicants equally. No employee or potential employee will receive less favourable treatment because of any ‘protected characteristic’, namely: 

• age (or perceived age)
• disability (past or present)
• gender reassignment
• marriage or civil partnership status
• race, colour, nationality, ethnic or national origins
• religion or belief
• gender
• sexual orientation
• trade union membership (or non-membership)
• part-time or fixed term status

No employee or potential employee will be disadvantaged by any conditions of employment that cannot be justified as necessary on operational grounds.

The Company aims to encourage, value and manage diversity and is committed to equality for its entire staff. The Company wishes to attain a workforce which is representative of the communities from which it is drawn.

These principles of equality of opportunity and non-discrimination also apply to the manner in which our staff treat clients, customers, our business partners and visitors.

The Company recognises that adhering to this Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests.

Forensic Analytics recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.

The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.

All employees of the organisation will be made aware of the provisions of this policy. Employees are expected to work with the company towards these aims.

In certain circumstances, an employee can be personally liable for discrimination against a fellow employee or a job applicant.

Definition of Discrimination

Discrimination can be direct or indirect. Both forms of discrimination must be avoided.

Direct discrimination occurs when one person is treated less favourably because of a protected characteristic as explained above.

Indirect discrimination occurs when a person is treated in the same way but in a way which adversely affects those with a protected characteristic. Examples include:

• seeking job applications only from persons under 26 years of age and with six years’ post-graduate experience.
• demanding technical qualifications for a job which are not strictly necessary.
• sending only full time employees on training courses.

Discrimination can also come in the form of victimisation or harassment.

Victimisation occurs when someone is treated less favourably because they have asserted their right not to be discriminated against because of a protected characteristic.

Harassment is defined as unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating environment for that individual. This Policy should be implemented in conjunction with the Harassment and Bullying Policy.

Recruitment and promotion

The following principles should apply whenever recruitment or selection for positions takes place, either externally or internally.

• Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of a protected characteristic.
• Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
• All vacancies will be circulated internally.
• All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
• All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
• The Company may request medical information from employees in order to determine if reasonable adjustments are needed for the selection process and in order to determine if the applicant can carry out a function that is essential to the job.

The Company may take positive action to encourage employees or job applicants, with a protected characteristic, to apply for a post within the Company. Positive action may include guaranteeing an interview for applicants who apply and who come under one of the protected characteristics, or by offering development or training to equip those with a protected characteristic with the necessary skills or knowledge to become proficient in that job.

 

Employment

• Forensic Analytics will not discriminate on the basis of a protected characteristic in the allocation of duties between employees employed at any level with comparable job descriptions.
• Forensic Analytics will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
• All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.

Equal Pay

• The Company is committed to ensuring equality of pay between men and women and will strive to ensure that our employees will receive equal pay for work of equal value.
• Pay and benefits will be regularly reviewed and monitored to ensure pay parity.
• Staff are entitled to ask and receive a reply as to how their pay has been arrived at.
• Decisions regarding pay and benefits and salary reviews will be made with equal pay in mind.

Training

Employees will be provided with appropriate training regardless of a protected characteristic.

All employees will be encouraged to discuss their career prospects and training needs with their Manager.

Monitoring

It is the responsibility of the CEO to ensure that all aspects of this policy are kept under review and are operated throughout the organisation.

Where it appears that applicants/employees are not being offered equal opportunities, circumstances will be investigated to identify any policies or criteria which exclude or discourage certain employees and, if so, whether these are justifiable.

Grievances and Victimisation

Forensic Analytics emphasises that discrimination is unacceptable conduct which may lead to disciplinary action.

Any complaints of discrimination will be pursued through the Grievance Procedure.

Employees who, in good faith, bring a grievance (or assist another to do so) either under this policy or otherwise in relation to an equality or equal opportunities matter will not be disciplined, dismissed or otherwise suffer any adverse treatment for having done so.

Disability

Due to the wide variety of potential disabilities and the likelihood of a disability affecting different people in different ways, it would be inappropriate to prescribe rigid rules on how issues concerning disabled people should be dealt with.

What is essential, however, is that all managers, supervisors etc. take all reasonably practical steps to ensure that disabled people are not less favourably treated or disadvantaged by comparison to people who are not disabled in relation to their work, working environment, or by any provision, criterion or practice used by the Company. Managers and supervisors need to be aware in particular that an employee on long-term sick leave or with intermittent sickness absence may be disabled.

Forensic Analytics will regularly monitor the effectiveness of this policy to ensure that it is working in practice and will review and update this policy as and when necessary. The policy does not form any part of any employee’s contract of employment. We may amend it at any time and decide to follow a different procedure where we consider it appropriate.

Name: Martin Hanly
Role: Quality and Compliance Director
Signature: