e-Synergy Solutions Ltd Equal Opportunities Policy
e-Synergy Solutions Limited, formed in 2001, is an enterprise IT recruitment agency. We provide both contract and permanent recruitment services to our clients. We are members of trade bodies including APSCo.
It is the policy of e-Synergy Solutions Limited to ensure that no job or applicant or employee receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time, or fixed term contract status, sexual orientations or religion, or is disadvantaged by conditions or requirement that canot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
e-Synergy Solutions Equal opportunities policy
1. The Company’s commitment to equal opportunities
1.1 The Company is committed to ensuring equality of opportunity:
• for all job applicants and potential applicants; and for all employees – both full and part-time.
1.2 The Company’s commitment arises not only because in many contexts discrimination is unlawful, but also because equality of opportunity is good for the business, allowing the Company to meet the challenges of the competitive market in which the Company operates.
1.3 The Company values diversity and aims to set up and maintain a working environment, terms and conditions of service and employment practices which ensure that all employees, job applicants and potential applicants receive equal treatment regardless of:
• Gender or marital status;
• Race, ethnic or national origin, colour or nationality;
• Religious and political beliefs;
• Sexual orientation or preferences.
1.4 The Company will promote equality of opportunity for people with disabilities, adjusting working arrangements where reasonable. We recognise the value of an age diverse workforce.
2. Employees’ responsibilities
You have a personal responsibility to comply with this policy and to do your best to ensure that it is applied in your day-to-day work. You must not discriminate or help others to discriminate. Contravention of this policy is a disciplinary offence which, in serious cases, is likely to result in dismissal.
3. Managers’ responsibilities
3.1 Managers have special responsibilities for ensuring the effective implementation of the policy. They are required to apply the policy in the exercise of their managerial responsibilities. This may cover not only day-to-day working but also other areas including:
• advertising for job applicants;
• the recruitment process;
• the terms on which employment is offered;
• the training and promotion of staff.
3.2 The Company will provide training for managers to ensure they are equipped to perform these responsibilities.
4. Monitoring and review
It is not enough simply to state the policy. The Company is committed to implementing it in practice and will therefore monitor its operation. Where appropriate the Company will compile statistical data for the purposes of analysis. The policy and procedures will be reviewed and, where necessary, changed to ensure everyone is treated fairly.
5. Complaints
Complaints should normally be raised under the Company’s grievance procedure. If this is not appropriate, for example because of the nature of the complaint or because your grievance is with your line manager, you should raise the matter with Director of Operations and Finance in the first instance. The Company will deal with any complaint sensitively and will ensure that you are not victimised as a consequence of raising a complaint.
6. Status
The purpose of this policy is to set a standard across the Company. It does not confer contractual rights on or obligations to individual employees. The policy may be amended at any time. The Company may amend this procedure at any time
