LivGreen recognises that it is essential to provide equal opportunities to all persons without discrimination. Our policy aligns with the Equality Act 2010 and covers all aspects of employment, including hiring and promotions. We urge all employees to act fairly and prevent discrimination based on various factors, including age, disability, gender, race, marital status, gender identity, pregnancy, sexual orientation, religion, and beliefs. We also ensure that part-time or fixed-term employees are treated equally, in addition to these protected characteristics.
Statement of Policy
It is the policy of LivGreen to ensure that no job applicant or employee receives less favourable treatment on the grounds of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation, religion and beliefs, and contract status or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.
The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees´ best interests. We recognise the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.
The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.
All employees of the organisation will be made aware of the provisions of this policy.
Recruitment and Promotion
Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs.
Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.
All vacancies will be circulated internally.
All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.
All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.
LivGreen will not discriminate on the age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs in the allocation of duties between employees employed at any level with comparable job descriptions.
We will put in place any reasonable measures and/or adjustments within the workplace for those employees who become disabled during employment or for disabled appointees.
All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.
Employees will be provided with appropriate training regardless of age, disability, sex, race & ethnicity, marital status, gender reassignment, pregnancy & maternity, sexual orientation or religion and beliefs.
All employees will be encouraged to discuss their career prospects and training needs with their Line Manager or the HR Department.
Grievances and Victimisation
LivGreen emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organisation’s Disciplinary Procedure.
Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.
Implementation and Management
This policy has the full support of the Directors. Howard Melvin has the overall responsibility for its implementation and effectiveness.
The Company is committed to eliminating discrimination and encouraging equality and diversity in all of our business activities, including the provision of services and employment. This commitment to diversity underpins all our policies and practice. The Company seeks to maintain a positive working environment in which we respect each other, our employees, clients and suppliers.
It is the policy of the Company that there shall be no discrimination or less favourable treatment of any person because of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability (both physical and mental) or age, pregnancy or trade union membership or the fact they are a part-time worker or a fixed term employee.
This policy applies to all who work at LivGreen. The policy applies equally to the treatment of our supply chain, applicants, visitors and clients by our staff and the treatment of our staff by these third parties. Further details of equality and diversity in the supply chain are stated in our Equal Opportunities Policy.
The Company commits to engage, promote, and train staff on the basis of their capabilities, qualifications and experience without discrimination. The Company will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, training and development, transfer opportunities, conditions of service, pay and benefits, health and safety, grievance and disciplinary procedures and termination of employment, including redundancy. All employees will receive equal opportunity to progress within the Company, and the Company wishes to ensure that it has access to the widest labour market.
The Company will not tolerate direct or indirect discrimination, victimisation or harassment, whether intentional or unintentional. In the event of any of the above occurring, disciplinary action will be taken which may result in dismissal.
To support our equality and diversity aims we will be open and transparent and commit to reporting our performance. A copy of this Diversity Policy will be made available upon request to any interested party. The Diversity Policy should be read in conjunction with our Equal Opportunities Policy.
Overall responsibility for this policy rests with the LivGreen Board of Directors.