The purpose of this policy is to demonstrate NCU’s commitment to equality of opportunity for existing and potential employees, by promoting a work environment free from discrimination in the following areas:
NCU Training (NCU CLG) is committed to equal opportunity of employment, and all employment decisions will be based on merit, qualifications, and abilities. Employment-related decisions will not be influenced or affected by an employee’s race, colour, nationality, religion, sex, marital status, family status, sexual orientation, disability, age or membership of the Traveller Community. Implied in all the company’s contracts of employment is a commitment to equal pay for like work. The company fully endorses a working environment free from discrimination, harassment and sexual harassment.
The company will strive for recruitment, employment, training and promotion practices and policies that are free of barriers, both systemic and deliberate, that directly or indirectly discriminate against people. This includes those with disabilities, members of racial minorities, women and all other protected groups.
Any person with a disability will be provided with reasonable accommodation to take part in any recruitment or promotional competition, to participate in employment or to partake in training. This will be subject to such measures not imposing a disproportionate burden on the company.
When recruiting, a full job description and job specification will be prepared, outlining requirements that are essential for the job in question. Non-essential qualifications/qualities will be described as “desirable”.
Training, experience and promotional opportunities are open to all employees of the company. All decisions made will be based on employees’ existing skills, knowledge and attitude required to perform the job effectively and efficiently, to the standards required by the company both now and for the future.
All employees with similar job descriptions, or performing similar functions/roles within this company, will be treated equally about all aspects of their terms of employment, i.e. working conditions, selection for short-term working, transfers, procedures for disciplinary measures and termination of employment.
It is the responsibility of every Manager in this company to support and communicate the Equal Opportunities Policy. Managers must encourage an open discussion with their employees to identify and resolve problem areas. All employees, in turn, must accept their responsibility to comply with this policy. This includes maintaining professional standards of behaviour at all times towards all colleagues and clients alike.
Employees are encouraged to raise questions or concerns about any discrimination in the workplace and are advised to bring these issues to the attention of their immediate Manager. The company assures its employees that any concerns or reports made will be dealt without fear of reprisal. An employee engaging in any form of discrimination will be subject to the disciplinary procedures of the company.
Where a traditional title or role for a job in the company implies either male or female, e.g. waiter or warehouseman, the company will always expressly state that the position is open to both men and women.
The company will take appropriate disciplinary action towards an employee who fails to follow the company Equal Opportunities Policy.
An employee who feels that they have been mistreated regarding access to employment, conditions of employment, training, work experience or promotion, re-grading or reclassification of posts, should follow and apply the company’s Grievance Procedure.
The company will ensure that all employees involved in making employment-related decisions will be provided with training and guidance to ensure that they understand their role, the company policy and legal requirements.
As cases referring to discrimination on any grounds have to be lodged not later than one year from the date of the most recent alleged breach of the Employment Equality Acts, all personnel records of potential/past employees will be kept for one year after either the termination of application for employment, training or promotion.