Earlyworld is committed to eliminating discrimination and encouraging diversity amongst our workforce.
The purpose of this policy is to provide equality and fairness for all employees, workers and applicants and not to discriminate on the grounds of:
- age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation.
We oppose all forms of unlawful and unfair discrimination. All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability.
RESPONSIBILITIES OF ALL EMPLOYEES
All managers have responsibility for promoting equality of opportunity, and should ensure that their own procedures and practices comply with this policy. The performance and example of managers is crucial to improving opportunities for all.
Individual employees and workers at all levels have a responsibility for ensuring that equality of opportunity is consistently provided in all of Earlyworld's employment practices and activities.
All employees should be aware that whilst an employer can be held liable in law for acts of discrimination committed by employees, employees too can be held personally liable in law for acts of discrimination which they commit, authorise, contribute to, or condone in relation to other employees, workers and members of the public.
PROTECTION OF CHILDREN / CRIMINAL RECORD CHECKS
As an organisation using Disclosure and Barring Service (DBS) checks to assess applicants' suitability for positions of trust, Earlyworld complies fully with the CRB/DBS 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 criminal record check. Our job application forms advise applicants that an enhanced criminal record check 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 DBS criminal record check aware of the existence of the CRB/DBS 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).
In order to put this policy of equal opportunities into practice we will:
- Provide guidance for key decision-makers such as managers and supervisory staff and those involved in personnel and management practices.
- Ensure that all employees are recruited on the basis of ability and other objective job-related criteria.
- Include equal opportunities in our induction programmes.
- Make copies of our equal opportunities and bullying and harassment policies and grievance procedure available in the staff room.
BREACHES OF THE EQUALITY POLICY
Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
Should an employee have an issue or concern in relation to our Equal opportunities policy then they should follow Earlyworld's Grievance Procedure.
Should and employee believe they are being, or have been harassed in any way, then they should follow Earlyworld's Harassment/Bullying at Work Policy.
An applicant 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.