Home : Recruitment : Equal Opportunities
STATEMENT OF POLICY
Earlyworld is committed to the fair treatment of its staff and potential staff and opposes all forms of unlawful or unfair discrimination on the grounds of:
Race, colour, gender, religion, sexual orientation, age, being married, responsibility for dependants, physical or mental disability or offending background.
Earlyworld aims to promote equality of opportunity for all with the right mix of talent, skills and potential, and welcomes applications from a wide range of candidates. We select all candidates for interview based on their skills, qualifications and experience. Every possible step will be taken to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, promotion, and career management are based solely on objective and job related criteria.
PROTECTION OF CHILDREN / CRIMINAL RECORDS BUREAU CHECKS
As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust, Earlyworld complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
All people who work directly with children must have an Enhanced CRB Disclosure. Our job application forms advise applicants that a Disclosure will be requested if they are offered the position, so that all applicants are aware of the situation.
We also encourage applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent in confidence to the Nursery Manager and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. If the applicant has a criminal record of any type the Manager must contact Head Office for appropriate guidance.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to a withdrawal of an offer of employment.
We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar an individual from working with us. This will depend on the nature of the position and the circumstances and background of the offence(s).
ACTION TO IMPLEMENT THE POLICY
In order to put this policy of equal opportunities into practice in the day-to-day operation of the nursery we will:
- provide training and guidance for key decision makers such as managers and supervisory staff and those involved in personnel and management practices;
- monitor the existing workforce, and the application and effects of the policy;
- review recruitment, selection, promotion and training procedures regularly to ensure that equal opportunities principles are being put into practice;
- draw up clear and justifiable job criteria and ensure these are objective and job-related;
- develop mechanisms for resolving grievances about unfair discrimination and harassment;
- review the policy on a regular basis.
RESPONSIBILITY FOR EQUAL OPPORTUNITIES
Senior managers fully support this policy statement. All employees are responsible for playing their part in achieving its objectives.
Managers have a responsibility to take the lead in overseeing and reviewing the implementation of policies, procedures and action programmes relating both to anti-discrimination legislation and to the wider requirements of this policy.
Employers have a legal responsibility to take such steps as are reasonably practical to prevent unlawful discrimination. The Race Relations Act 1976, the Sex Discrimination Acts 1975 and 1986 and the Disability Discrimination Act 1995 also impose personal liability upon employees. Industrial Tribunal Proceedings can be brought against individuals and an Industrial Tribunal can find that an individual has discriminated or harassed.
COMMUNICATING THE POLICY
The Equal Opportunities Policy will be communicated to managers, employees and potential employees in the following ways:
- making copies of the policy and associated procedures widely available;
- continued use of established communications systems (e.g. team briefing, notice boards);
- inclusion of an equal opportunities statement in recruitment advertisements;
- inclusion of an equal opportunities component in recruitment and induction documentation;
- through training and guidance.
DISCIPLINE
Unlawful discrimination or harassment of any kind will be treated as a disciplinary offence and dealt with under Earlyworld's Disciplinary Procedure.
Unfair discrimination or harassment may also be treated as a disciplinary offence where a clear intention to discriminate can be demonstrated.
It is equally a disciplinary offence to victimise, or in any way treat less favourably, an employee who makes a complaint under any of the Acts of anti-discrimination legislation.
COMPLAINTS
An employee who considers that he or she has not been given Equal Opportunities, or has been subject to harassment, should raise their complaint through Earlyworld's Grievance Procedure or Harassment Policy as appropriate.
A potential employee who considers that he or she has not been given equal opportunities, or has been subject to harassment, can make a formal complaint about the matter by writing to the Managing Director.
Do something you love for a living.
You can't say that about many careers but you can about childcare!
For more information please contact the Nursery or Kids Clubs Managers.