Equal Opportunities and Diversity Policy
At KDA Web Services Limited (the “Company”) we believe in encouraging and fostering Equal Opportunities and Diversity to ensure that all job applicants, employees, suppliers and clients of the Company receive equal treatment regardless of race, colour, age, ethnic or national origins, religious beliefs, sex, trans-gender, sexual orientation, marital status, civil partnership status and disability. We also want to ensure that equality and diversity is integral to all our activities taking into account every stage of our work.
It is unlawful to discriminate against individuals either directly or indirectly in respect of their race, colour, age, sex, religion, sexual orientation, disability or marital status. The Race Relations Act, the Sex Discrimination Act, The Employment Equality (Religion or Belief) Regulations, the Employment Equality (Sexual Orientation) Regulations, the Employment Equality (Age) Regulations, the Civil Partnership Act and Disability Discrimination Acts are the relevant Acts (as amended by subsequent legislation).
Codes of Practice relating to race, religion, sexual orientation and sex discrimination have been produced by the Commission for Racial Equality, The Equal Opportunities Commission have also been used as a basis for this policy. There is also a Code of Good Practice on the Employment of Disabled Persons published by the Department of DFEE which is reflected in this policy. The Company is fully committed to implementing these codes.
Forms of Discrimination
The Company is against the following kinds of discrimination:
- Direct Discrimination, where a person is less favourably treated because of race, colour, age, ethnic or national origins, religious beliefs, sex, pregnancy, marital status, disability, or sexual orientation. This includes harassment on these grounds.
- Indirect Discrimination, where a requirement or criterion or practice, which cannot be justified, is applied equally to all groups but has a disproportionately adverse effect on one particular group.
- Victimisation, where someone is treated less favourably because he or she has taken, proposed or assisted in action against the Company under one of the relevant Acts.
The Company ensures that all applications are treated fairly and equally from both sexes and all races and from people with disabilities, and regardless of age, sexual orientation or religious beliefs, ensuring that there are equal opportunities at all stages of the recruitment and selection process. Vacancies are advertised on our web site, via recruitment agencies, third party job boards, national and local newspapers, industry forums, and local job centres, dependent on the nature of the roles.
All existing and new positions and promotions within the Company are open to anyone, the sole criteria being the individual’s perceived ability to perform the job in question.
If existing employees become disabled, every effort will be made to retain them within the Company wherever reasonable and practicable.
Disciplinary and Grievance Procedures
Acts of discrimination and harassment on ground of race, colour, age, ethnic or national origins, religious beliefs, sex, marital status, sexual orientation or disability by employees of the Company may result in disciplinary action. Failure to comply with this policy will be treated in a similar fashion. The policy applies to all who are employed in the Company. This is also extended to the treatment of clients, suppliers, and other third parties.
We will treat seriously any grievance as a result of discrimination or harassment on grounds of race, colour, ethnic or national origin, religious beliefs, sex, age, marital status, sexual orientation or disability.
Promotion within the Company made without regard to race, colour, age, ethnic or national origins, religious beliefs, sex, marital status, sexual orientation, or disability and is based on merit, together with external factors including economic conditions, the Company plans for particular business areas and the existing staffing position in the department in question.
All employees have access to training and development irrespective of their race, colour, age, ethnic or national origins, religious beliefs, sex, marital status, sexual orientation or disability.
Reward and Recognition
Reward and recognition within the Company will be on the basis of status and work performance without regard to race, colour, age, ethnic or national origins, religious beliefs, sex, marital status, sexual orientation or disability. The Company may also take into account the external factors referred to above and market conditions.
The Company communicates its equality and diversity policies both internally and externally, providing information to current and prospective employees. The Company will also include this information in tender documents.
Monitoring and Review
This policy will be monitored periodically by the Company to judge its effectiveness. If changes are required, the Company will implement these. The Company will also undertake diversity monitoring of all job applicants and employees. The Company will carry this out confidentially.