We are an equal opportunities employer. We are committed to ensuring within the framework of the law that our workplace is free from unlawful or unfair discrimination on the grounds of colour, race, nationality, ethnic origin, religion, belief, gender (including gender reassignment), sexual orientation, age, marital status or disability (“protected characteristics”).

We aim to ensure that our employees achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted the following equal opportunity policy as a means of helping to achieve these aims.

Our people and applicants for employment shall not be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes. We shall, at all times, strive to work within legislative requirements as well as promoting best practice in relation to equal opportunities.

The aims of this policy are to ensure that:

  • No-one receives less favourable treatment, on grounds of a protected characteristic; or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds, or victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
  • Natilik is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, or humiliating environment for any of its People. All of our people have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against or harass our people, whether junior or senior to them. In some situations, we may be at risk of being held responsible for the acts of individuals within Natilik, and, therefore, will not tolerate any discriminatory practices or behaviour whatsoever.
  • Opportunities for employment, training and promotion are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief.
  • Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit in the appropriate circumstances.

All our people are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives. If you are involved in leadership or recruitment, or if you have any questions about the content or application of this policy, you should contact your Leader to request training or further information immediately.

Employees have a duty to co-operate with us to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination, harassment or bullying. Action may be taken under our disciplinary procedure against any employee who is found to have committed an act of improper or unlawful discrimination, harassment, bullying or intimidation. Serious
breaches of this equal opportunities policy may be treated as potential gross misconduct and could render the employee liable to summary dismissal. Employees should also bear in mind that they can be held personally liable for any act of unlawful discrimination. Employees who commit serious acts of harassment may also be guilty of a criminal offence.

You should draw the attention of your Leader to any suspected discriminatory acts or practices or suspected cases of harassment. You must not victimise or retaliate against an employee who has made allegations or complaints of discrimination or harassment or who has provided information about such discrimination or harassment. Such behaviour may be treated as potential gross misconduct in accordance with our disciplinary procedure.

Forms of discrimination:

  • Direct discrimination is where someone is at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional.
  •  Indirect discrimination occurs where someone is disadvantaged by an unjustified provision, criterion or practise that also puts other people with the same protected characteristic at a particular disadvantage.
  • Disability discrimination occurs where an individual is disadvantaged in employment/recruitment for a reason connected with his/her disability unless the discrimination cannot be avoided by making reasonable adjustments.
  • Victimisation occurs where an individual is treated less favourably than colleagues because he/she has taken action to assert their statutory rights or assisted a colleague with information in that regard.

Recruitment and employment decisions will be made on the basis of fair and objective criteria. Our selection procedures are reviewed from time to time to ensure that they are appropriate for achieving our objectives and for avoiding unlawful discrimination.

The requirements for job applicants and existing employees who have or have had a disability will be reviewed to ensure that wherever possible reasonable adjustments are made to enable them to enter or remain in employment. They will not be unreasonably limited and every reasonable effort will be made to ensure that disabled employees participate fully in the workplace.

Personal job specifications will be limited to those requirements which are necessary for the effective performance of the job. Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary. Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions which should only be used with the Leadership team’s approval.

For example:

  1.  Questions necessary to establish if an applicant can perform an intrinsic part of the job (subject to any reasonable adjustments).
  2.  Questions to establish if an applicant is fit to attend an assessment or any reasonable adjustments that may be needed at interview or assessment.
  3. Positive action to recruit disabled persons.
  4. Equal opportunities monitoring (which will not form part of the decision-making process).

Appropriate training will be provided from time to time to enable employees to implement or uphold our commitment to equality of opportunity.

Working patterns will be reviewed so as to enable us to offer flexible working to employees with child-care responsibilities where possible. Where necessary special provision will be made for training for employees returning to work following a break for domestic reasons.

All employees have a right to equality of opportunity and a duty to implement this policy.

Breach of the equal opportunity policy is potentially a serious disciplinary matter. Anyone who believes that he or she may have been disadvantaged on discriminatory grounds is entitled to raise the matter through the grievance procedure. If you believe that you may have been subject to harassment you are encouraged to raise the matter through our Anti-harassment and Bullying Policy.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. People who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our disciplinary procedure.

Any of our people found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. We take a strict approach to serious breaches of this policy.