Beyond Support Limited takes a zero-tolerance approach to any discrimination, harassment and/or victimisation which one member of staff may perpetrate against another and/or against any other person including but not limited to former employees, job applicants, clients, customers, suppliers and visitors.

Equally, this policy not only applies in the workplace but also outside of it when the member of staff is dealing with customers, suppliers or other work-related contacts or when wearing a work uniform and on work-related trips or events including social events.

 

The following forms of discrimination are prohibited under this policy and are unlawful:

 

Direct discrimination

 

treating someone less favorably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay

Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.

 

Harassment

 

: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-Bullying and Harassment Policies

Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.

 

Disability discrimination

 

: this includes direct and indirect discrimination, any unjustified less favourable

treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

 

Any data collected as part of this policy will be processed in accordance with current Data Protection legislation, the Privacy Notice issued to staff and Beyond Support Limited's Data Security and Data Retention Policy and Procedure. Beyond Support Limited appreciates that certain health data and medical reports will be special category data and Beyond Support Limited will process this data accordingly.

 

Beyond Support Limited will provide appropriate training on Equal Opportunities. Beyond Support Limited is committed to following the European Human Rights Commission Employment Statutory Code of Practice and has appointed an appropriate Senior Manager to have responsibility for Equal Opportunities training.

Recruitment and Selection

 

Any selection exercises including recruitment, promotion and redundancy selection, amongst others, will be carried out with regard to objective criteria which specifically avoid any issues of discrimination.

 

Similarly, where possible Beyond Support Limited will ensure that such exercises are carried out by more than one person.

 

Any vacancies will be advertised to as wide and diverse an audience as possible. Such advertisements will not discourage any individual or group from applying.

 

Job applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

 

Job applicants will not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

 

Disabilities

 

If a member of staff is disabled or becomes disabled, Beyond Support Limited encourages them to tell their manager about their condition so that Beyond Support Limited can consider what reasonable adjustments or support may be appropriate.

 

Part-time and Fixed-term Work

 

Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

 

Disciplinary Procedure

 

Any member of staff found to be in breach of this policy will be subject to disciplinary action. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

Grievance Procedure

 

If a member of staff believes that they have suffered discrimination, then they should raise these issues through Beyond Support Limited's Grievance Policy and/or Anti-Bullying and Harassment Policies.

 

A member of staff will not be bullied or victimised for raising issues under this policy. However, if a complaint is made in bad faith and/or is knowingly false, the member of staff may be subject to Beyond Support Limited's Discipline Policy and Procedure.

 6. Definitions

 

Protected Characteristics

 

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation

 

Disability

 

A physical or mental impairment which has a substantial and long-term adverse effect on an individual's ability to carry out normal day-to-day activities. The effect must have lasted for 12 months or be likely to last 12 months. An effect that is likely to recur is treated as continuing for this purpose

 

Special Category Data

 

Special Category Data is a category of data which is more sensitive than normal personal data. This includes data which relates to:

 

Race

Ethnic origin

Politics

Religion

Trade union membership

Genetics

Biometrics (where used for ID purposes)

Health

Sex life; or

Sexual orientation

 

Key Facts - Professionals

 

Professionals providing this service should be aware of the following:

 

Issues of discrimination, harassment and victimisation should be treated with the utmost care and attention

Beyond Support Limited should ensure that all decisions on recruitment and internal promotions are made with reference to objective criteria which do not discriminate against any individual or group

This policy applies both in the workplace and outside of it where the individual is representing Beyond Support Limited

 

 

Key Facts - People Affected by The Service

 

People affected by this service should be aware of the following:

 

Service Users and those involved in their care who make derogatory statements that are of a discriminatory nature to any staff should be aware that they will be challenged about their behaviour

including being held unlawfully captive, assaulted and raped

 

Law enforcement agencies will also be able to pursue perpetrators in other countries where a UK national is involved under powers defined in legislation

 

Beyond Support Limited

2A Wharf Lane

Unit 16 Star Court

Solihull, B91 2LE

Contact

Navigation