Solutions Ltd is an equal opportunities employer and
will therefore promote equality of opportunity in
the recruitment, promotion, appraisal, training and
development of its staff and otherwise treat them on
the basis of their relative merits and abilities.
The law requires that no job applicant, member of
staff or customer will receive less favourable
treatment on the grounds of race, colour,
nationality, ethnic or national origins, sex or
marital status. Where the law does not prescribe,
every effort will be made to avoid discrimination on
grounds of disability, religion, political belief,
socio-economic background, parental status, age
(subject to normal retirement conventions) or sexual
demonstrate our commitment to being an equal
opportunity employer in order to attract, retain and
motivate high calibre employees, sub-contractors and
ensure that the most effective use is made of the
talents, qualifications, skills, experience and
potential of all our employees, sub-contractors and
To celebrate cultural
diversity and encourage all employees, and others
who work with us, to understand, support and act
positively and creatively in the implementation of
are an equal opportunity employer and follow the
recommendations of the Race Relations Code of
will not tolerate any form of discrimination and aim
to ensure that no job applicant, employee, customer,
sub-contractor or supplier is treated unfairly on
the grounds of their race, colour, ethnic origin,
nationality, gender, marital status, sexual
orientation, disability, age, religion or creed;
having regard to the individuals aptitude, abilities
and the requirements of the job.
will not tolerate any form of abuse or harassment
and aim to ensure that the workplace is free from
intimidation including physical assault, verbal
assault, slander, obscene gestures, isolation,
exclusion, coercion (including pressure to
discriminate against others) and intrusion.
will take disciplinary action where there is
evidence of discrimination, abuse or harassment.
all times there will be a senior manager appointed
to be responsible for implementing Independent
Communication Solutions equal opportunities policy.
will communicate clearly to all staff the equal
opportunities statement and policy, the relevant
disciplinary and grievance procedures and the name
and role of the senior manager responsible.
We will monitor all allegations of discrimination,
including those which include a racial element, to
ensure that they have been responded to adequately,
fairly and according to this policy.
will monitor recruitment, work allocation,
discipline and dismissal proceedings to identify any
racially uneven statistical patterns that require
will ensure that all managers and staff are aware of
their responsibilities under the Race Relations Act
1976, Disability Discrimination Act 1995 and
Independent Communication Solutions Equal
policy refers to the general term of "abuse or
harassment" and in so doing encompasses the
unwanted conduct of a sexual nature or other conduct
based on sex, affecting the dignity of both men and
women in the work environment.
harassment refers to behaviour which is unsolicited,
repeated and personally offensive to the recipient
and can also relate to unwanted sexual advances in a
work related social environment such as an office
It is to
be distinguished from mutual, acceptable, friendly
or social behaviour which may occur during contacts
between people at work.
includes a wide range of abusive and / or
harassment refers to any hostile act or expression
based on race by a person of one racial or ethnic
origin against another, or incitement to commit such
refers to abusive, intimidating, malicious or
insulting behaviour, abuse of power or unfair
sanctions which make the recipient feel upset,
threatened, humiliated or vulnerable and which
undermines their self-confidence and may cause them
to suffer stress.
employee, customer, sub-contractor or supplier who
feels that they have been or are being unfairly
treated, abused or harassed should raise the issue
through the Independent Communication Solutions
Grievance Procedure. All such complaints will be
treated seriously, investigated thoroughly and will
be dealt with speedily and in confidence.
initiating the Grievance Procedure, the party
concerned may, if they so wish and if appropriate:
to make clear to the person(s) responsible for the
unfair treatment, abuse or harassment that their
behaviour is regarded as unacceptable.
Contact a director of Independent Communication
Solutions to make known their complaint and seek
informal approach will be dealt with in total
confidence, and the party concerned will not be
obliged to take the complaint further if they do not
whish to do so.
complaint is not resolved informally, or if the
unfair treatment, abuse or harassment continues or
resumes at a later date, a complaint may be raised
under the Independent Communication Solutions
parties concerned should note that:
Where the Grievance Procedure is used, they may, if
they so wish be accompanied to any meeting by a
colleague and / or union official or an outside
Discussions and investigations into complaints of
unfair treatment, abuse or harassment will be
handled with sensitivity and in confidence, with due regard for
the rights of both the complainant and person(s)
against whom the complaint has been made.
Company's investigation reveals that a complaint is
valid, prompt action will be taken to stop the
unfair treatment, abuse or harassment and prevent a
recurrence. Such action will not be to the detriment
of the complainant.
If the Company's investigation reveals that a
complaint is not valid, the decision, and the
reasons for that decision, will be communicated to
both parties and all records of the complaint and
investigation expunged. Such action will not
be to the detriment
of the complainant or the person(s) against whom the
complaint has been made.
Malicious complaints will be regarded as gross
misconduct and disciplinary action will be taken
It is both unacceptable to us and illegal to
victimise anyone who has made allegations of unfair
treatment, abuse or harassment. Such victimisation
will be regarded as gross misconduct and
disciplinary action will be taken forthwith.
Where appropriate, support and counselling may be
provided for any of the parties involved; either
internally or, if more appropriate, externally.