All3Media Group believes in and wholeheartedly supports the principle of providing equal opportunities to all applicants for employment and to all its employees. We are committed to promoting equal opportunities in employment.
All3Media Group opposes all forms of discrimination. You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). The Group does not operate differentials in salary or contractual terms based on any Protected Characteristics.
This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment and every employee who is involved in any aspect of the management of employment and to all employees who make decisions or recommendations concerning recruitment, remuneration, promotion, appraisals, training, demotion, conduct at work, disciplinary and grievance procedures, termination, and other terms, conditions or privileges of employment. It also applies to all employees in their relations with other employees, colleagues and third parties. In addition, this policy also covers all officers, consultants, freelancers, contractors, casual workers and agency workers. For the purpose of this policy only “individual includes all employees, officers, consultants, freelancers, contractors, trainees, casual workers and agency workers.
The Group fully supports the rights and opportunities of all people to seek, obtain and hold employment or engagements without discrimination or harassment.
The Group fully supports the rights and opportunities of all people to seek, obtain and hold employment without discrimination or harassment.
It is against the policy of the Group for any individual to harass, sexually harass, victimise or discriminate against another individual, including current and former employees, job applicants, clients, customers, suppliers and visitors and such conduct will not be tolerated. All employees will be expected to comply with this policy and take appropriate measures to ensure that such conduct does not occur.
We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of discrimination may amount to gross misconduct resulting in summary dismissal without notice or payment in lieu of notice, against any employee who violates this policy or in the case of individuals who are not employees, their engagement may be terminated forthwith.
If you believe that you have suffered discrimination, harassment, sexual harassment or victimisation arising during employment/engagement or have been disadvantaged on discriminatory grounds, however minor, you can raise the matter through our Grievance Procedure, Anti-harassment and Bullying Policy or Prevention of Sexual Harassment Policy as appropriate. Complaints will be treated in confidence and will be thoroughly investigated and, if substantiated, will result in appropriate disciplinary action. Similarly, any reports of discrimination, harassment, sexual harassment or victimisation during the recruitment/appointment process will be thoroughly investigated and appropriate action taken.
You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure up to and including dismissal.
If you are disabled or become disabled, we encourage you to tell us about your condition.
The Group will give every consideration to persons with disabilities and will make reasonable workplace adjustments as necessary in order to accommodate disabled persons. If a disabled person applies for employment/engagement, full and equal consideration will be given to employing/engaging that person.
All decisions or recommendations concerning recruitment, remuneration, appointment, promotion, appraisals, training, demotion, conduct at work, job assignment, transfer, grievances, disciplinary action, termination and other terms, conditions or privileges of employment/engagement will be based on competence regardless of any Protected Characteristic, save where this can be justified in the case of discrimination arising from disability or indirect discrimination (where a practice, provision or criterion is applied which is a proportionate means of achieving a legitimate aim), or otherwise where legislation permits us to do so.
All dealings with colleagues, customers and suppliers must be conducted in a proper and appropriate manner that will not give rise to discrimination, harassment, sexual harassment or victimisation on any grounds.
Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible.
Vacancies should generally be advertised to a diverse section of the labour market. No advertising copy will state or imply a preference, which would be in any way discriminatory against some candidates (save for if the Group has a genuine occupational requirement). Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying. Similarly, no briefing given to Employment Agencies will contain discriminatory inferences. They should include a short policy statement on equal opportunities and a copy of this policy will be made available on request.
Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.
Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.
We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from People/HR or UK Visas and Immigration.
Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.
All individuals have a responsibility to ensure that discrimination, harassment, sexual harassment or victimisation in any form does not occur.
You must not unlawfully discriminate against, harass, sexually harass or victimise other people including current and former employees, anyone who is or was engaged to work for the Group, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts, and on work-related trips or events including social events).
Individuals should be aware that discrimination can take many different forms, including:
The above forms of discrimination are prohibited under this policy and are unlawful.
All managers are responsible for eliminating any discrimination, harassment, sexual harassment, and victimisation of which they are aware or ought reasonably to be aware. All managers must set an appropriate standard of behaviour, lead by example, and ensure that those that they manage adhere to the policy and promote the Company’s aims and objectives with regard to equal opportunities. Failure to do so will be considered a dereliction of duty.
While the overall responsibility rests with the Company, individuals at all levels also have responsibilities. In particular, individuals:
Should inform management if they suspect that discrimination, harassment, sexual harassment or victimisation is taking place in employment/engagement
