Policy Statement

Searchwood Ltd t/a Comsco is committed to promoting equality and diversity in all aspects of its business. As an employer Comsco aspires to promote a diverse, inclusive and representative working environment in which everyone is treated with dignity and respect. Equality and Diversity is a business issue; this policy embodies an ethical rejection of discrimination, not just a compliance with statutory requirements.

In pursuance of this policy, Comsco aims to ensure that all staff, job applicants, clients and customers are treated fairly regardless of sex, gender re-assignment, marital or civil partnership status, race (which includes colour, nationality, ethnic or national origin), disability, sexual orientation, age, medical status and religion or belief.

The promotion of equality and diversity will be pursued through Comsco’s recruitment and selection procedures, training, career development, disciplinary procedures and all other aspects of the Company’s management. The main consideration in appointments is evidence of the ability or potential of the candidate to deliver a high quality performance in the requirements of the job.

Comsco accepts that it will be judged on actions and results rather than well meaning intentions.

 

Monitoring

The Company will establish the current composition of the workforce and will implement adequate personnel systems to monitor changes over time. The potential for change and the availability of under represented groups will be researched and departmental plans agreed.

The vast majority of jobs need to be advertised internally and, if required, externally in appropriate newspapers and possibly other media. Occasionally it may be necessary to make a direct appointment without an advertisement. There will be a review of the reasons for any such direct appointments from time to time and all direct appointments will be included in the monitoring procedures for recruitment.

Data relating to the gender, ethnicity etc of all internal and external applicants will be monitored, with their permission. Monitoring of progress post-appointment will also be carried out and details made available to the Equality and Diversity Steering Group. Salary levels across departments will be monitored, particularly in one gender only departments or jobs, to check for equal pay and appropriate action taken.

Training

Equality and diversity will form an integral part of management training in relation, for example, to recruitment and selection, appraisal, discipline and grievances. This is in order to ensure that unconscious bias is eliminated.

Responsibilities under the policy

The Director has overall responsibility for ensuring that the policy is implemented and operated effectively.

Managers are responsible for ensuring that the policy is promoted and maintained within their own area.

Employees are personally responsible for ensuring they do not, by their own actions, behaviour or attitudes, directly, indirectly or unintentionally breach this policy.

Enforcement

Any employee who harasses or discriminates against any other employee on the grounds of gender, race, disability, sexual orientation, age, medical status and religion or is otherwise in breach of this policy will be subject to the Company’s disciplinary procedure. In minor cases, the employee may be required to undergo training with the People Department. In serious cases, such behaviour will constitute gross misconduct and, as such, may result in summary dismissal. Please refer to the Comsco’s Grievance and Disciplinary policy for further details of the procedure.

Staff who have reason to believe that they have been discriminated against should refer to the Grievance Procedure. If the discrimination is in the form of harassment or bullying, staff should use the steps outlined in the Dignity at Work Policy.