Third Parties
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a
protected characteristic, by third parties such as Clients or Customers. The Company will not tolerate such
actions against its Staff & Security Operators, and the employee concerned should inform their Team
Leader / Supervisor or Manager at once that this has occurred. The Company will fully
investigate and take all reasonable steps to ensure such harassment does not happen again.
Related Policies & Arrangements
- All Employment Policies and arrangements have a bearing on Equality of Opportunity. The Company
policies will be reviewed regularly and any discriminatory elements removed.
Rights of Disabled People
The Company attaches particular importance to the needs of disabled people, under the terms of this policy,
managers are required to:
- Make reasonable adjustment to maintain the services of Staff & Security Operators who become
disabled, for example, training, and provision of special equipment, reduced working hours.
(NB: Managers are expected to seek advice on the availability of advice and guidance from external
agencies to maintain disabled people in employment).
- Include disabled people in training/development programmes.
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Give full and proper consideration to disabled people who apply for jobs, having regard to making
reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the
job.
Equality Training
A series of regular briefing sessions will be held for Staff & Security Operators
on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
Training will be provided for Team Leaders/Supervisors and Managers on this policy and the associated arrangements. All Managers who have an
involvement in the recruitment and selection process will receive specialist training.
Monitoring
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The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring
system will be introduced to measure the effectiveness of this policy and arrangements.
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The system will involve the routine collection and analysis of information on Staff & Security Operators by gender, marital status, ethnic origin, sexual orientation, religion/beliefs. Information
regarding the number of staff who declare themselves as disabled will also be maintained.
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The Company will maintain information on Staff & Security Operators who have been
involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
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Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect
of The Company Policies and our services may have on those who experience them.
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The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
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If monitoring shows that The Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within The Company, then an action plan will be developed to address these issues. This will include a review of Recruitment and Selection Procedures,
Company Policies and practices as well as consideration of taking legal positive action.
Grievances / Disciplinary
Staff & Security Operators have a right to pursue a complaint concerning discrimination
or victimisation via The Company Grievance or Harassment Procedures.
Discrimination and victimisation will be treated as Disciplinary offences and they will be dealt with
under The Company Disciplinary Procedure.
Review
The effectiveness of this policy and associated arrangements will be reviewed annually under the
direct supervision of The Managing Director.