Equal Opportunities Policy

Company Policy on Equal Opportunities

1. Introduction

VR Web Design is committed to an equal opportunities policy and opposed to all forms of discrimination, particularly in the delivery of its facilities, services, recruitment and the training it provides to its users and staff.

This document outlines VR Web Design’s equal opportunities policy, how it will be carried out and the monitoring of its progress.

2. Definitions of discrimination

1. Direct discrimination takes place when a person is treated less favorably them others, in the same circumstances, on the grounds gender, marital status, responsibilities for children or dependants,ethnic or national origins, race, colour, religious or political beliefs, employment status, ability, age, sexual orientation or unrelated convictions.
2. Indirect discrimination takes place when a condition or requirement applies which adversely affects one section of population more considerably than another section and that this conditions cannot be strictly justified in terms of requirements for performing the job.
3. Racial discrimination – where opportunities for employment, training, services and facilities are denied to a section of the population on the grounds of colour, race, nationality, ethnic, or national origin.
4. Sex discrimination – where opportunities for employment, training, services and facilities are died to a section of the population on the grounds of persons sex or marital status.
5. Discrimination towards Sexuality – where opportunities for employment, training, services and facilities are denied to a section of the population on the grounds of a persons sexual orientation
6. Discrimination towards Ability – where opportunities for employment, training, services and facilities are denied to a section of the population on the grounds of having learning disabilities, special education needs or a disability.
7. Harassment – This includes repeated, unreciprocated and unwelcome looks, actions, comments or suggestions; physical contact that is found objectionable and offensive and might threaten an employees job security and may create an intimidating environment in which to work. This may also include the circulation of material that can reasonably be found to be offensive, Harassment is particularly liable to occur as part of sexual or racial discrimination.
8. Genuine Occupational Qualification – In certain limited cases, sex or race may be A ‘Genuine Occupational Qualification’ for a job. AGOQ can only apply to the filling of a job or a training for a job, a GOQ cannot be used to justify a dismissal.
9. Positive discrimination( or reverse discrimination) – Is selecting employees because they come from a disadvantaged group, irrespective of merit. Positive discrimination is illegal and unhelpful to the progress of equal opportunities
10. Contract of employment – This constitutes an obligation to abide by the equal opportunities policy. Any allegations of a breach of policy will result in an investigation, following the procedures outlined in contract of employment for Disciplinary and Grievances.
11. Fair treatment – Employees of the company are instructed not to, or include others to discriminate against workers, volunteers, darkroom users/members or representatives on short listing/interview panels. Any breaches will be dealt in the manner outlined above.
12. Reporting discrimination – Employees are obliged to bring to the immediate attention of the Directors, any alleged discrimination. They are also instructed not to discriminate against or victimise any person who provides information concerning a breach of the equal opportunities policy