Equality and Diversity Policy

The purpose of this policy is to clearly state the company’s commitment to promote equality and diversity and our belief that it is beneficial to maximise the talents, skills, knowledge and potential of all individuals.

Eura Conservation Ltd is committed to providing a working environment in which everyone feels valued, respected and able to contribute to the success of the business. Through this commitment, the company aims to encourage an atmosphere in which all employees embrace the benefits of working in a diverse workforce and to promote fair and equal treatment for all employees, job applicants, customers, suppliers and visitors, irrespective of their individual differences or any personal characteristics.

This policy relates to all aspects of employment, including individual standards of behaviour, the advertisement of jobs, recruitment and selection, training and development, appraisal, pay, promotion and leaving the company. The principles apply equally to all dealings with customers, suppliers and visitors

Statement of Policy:
The Company is committed to the principle of valuing equality and diversity.

Eura Conservation actively supports Human Rights, Age Discrimination, Sex Discrimination and Race Relations legislation. Our ethos is to respect and value people’s differences, to help everyone achieve more at work as well as in their personal lives so that they feel proud of the part they play in business success. Our Grievance Procedures ensure sympathetic handling, and hopefully satisfactory resolution, for all aspects of employees concerns or dissatisfaction.

We are committed to implementing our statutory obligations and providing fair and equal treatment for all employees, customers, suppliers and visitors, and all employees are expected to treat everyone with whom they come into contact with dignity and respect.

Employees should be aware of the importance the Company attaches to this policy and that any breaches will be classed as disciplinary offences, including Gross Misconduct, and dealt with accordingly.

The existence of this policy cannot itself ensure a working environment that embraces diversity and offers equality for all. This will only be achieved if employees at all levels critically examine their attitudes to people and ensure that no trace of discrimination is allowed to affect their judgement. In this respect, employees should be aware of the type of actions that could breach this policy, guard against them and avoid any action which might influence others to discriminate unfairly.

All employees are expected to have read and understood this policy, ensure they behave in accordance with its principles, encourage the same level of behaviour in colleagues and immediately report any breaches witnessed.

All managers are responsible for ensuring this policy is understood and complied with by employees in their area, dealing with breaches and complaints (whether reported or not) seriously, speedily, sensitively and confidentially. Managers are also responsible for contributing ideas for the advancement of diversity principles within the organisation.

The HR Dept is responsible for implementing, reviewing, monitoring the effectiveness of and providing advice on this policy, encouraging the adoption of its principles throughout the organisation and ensuring complaints are adequately investigated.

The Managing Director has overall responsibility for the implementation of this policy.

We believe that all decisions about people at work should be based on the individuals abilities, skills, performance and behaviour and our business requirements. Questions about an individual’s race, colour, marital status, age, religion, sex or sexual orientation are never relevant to our business. Issues of disability should only be considered against the particular requirements of the job. Our policy must be strictly adhered to by all our team.

It is important to understand the difference between the concepts of equality and diversity and some of the other terms used above. These are:-

  • Equality (or Equal Opportunities) is about protecting certain groups of employees against unfair treatment based on particular personal characteristics. This protection is normally based on those groups covered by legislation, i.e. gender, race, disability, sexual orientation, age and religion or belief
  • Diversity is about recognising, valuing and using the differences which people have
  • Direct discrimination is treating a person less favourably because of a particular personal characteristic
  • Indirect discrimination is applying a criterion or practice equally to all people but which has the effect of disadvantaging one group of people
  • Harassment is unwanted behaviour that affects the dignity of others
  • Bullying is a form of harassment that is normally related to an abuse of power
  • Victimisation is treating a person less favourably because they have asserted their rights under this policy or equality legislation

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