Section 1.2 Equal Opportunities Strategy Introduction RBGE is committed to providing equal opportunities and to avoiding unlawful discrimination in employment. As well as being applicable to all staff, this strategy also extends across students, volunteers and the Board of Trustees. RBGE expects everyone to follow this strategy and not discriminate. Principles RBGE is committed to follow current legislation as defined by the Equalities Act 2010. As such, RBGE will not discriminate directly or indirectly in recruitment or employment on grounds of age, disability, sex, gender reassignment, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. opportunities in employment RBGE will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Person and job specifications will be limited to requirements necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. RBGE will comply with its obligations in relation to statutory requests for contract variations, and will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability. Dignity at work RBGE has a separate dignity at work policy concerning issues of bullying and harassment on any ground, and how complaints of this type will be with. This policy can be found in section 3.9 of the staff handbook. Customers, suppliers and other people not employed by RBGE RBGE will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by RBGE. Employees should report any bullying or harassment by customers, suppliers, visitors or others to their line manager who will take appropriate action. Training RBGE will endeavour to provide training in equal opportunities to managers and others likely to be involved in recruitment or other decision making where equal opportunities issues are likely to arise. RBGE will also endeavour to provide training to all existing and new employees and others engaged to work at RBGE to help them understand their rights and responsibilities.
Section 1.2 Equal Opportunities Strategy Introduction RBGE is committed to providing equal opportunities and to avoiding unlawful discrimination in employment. As well as being applicable to all staff, this strategy also extends across students, volunteers and the Board of Trustees. RBGE expects everyone to follow this strategy and not discriminate. Principles RBGE is committed to follow current legislation as defined by the Equalities Act 2010. As such, RBGE will not discriminate directly or indirectly in recruitment or employment on grounds of age, disability, sex, gender reassignment, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. opportunities in employment RBGE will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. Person and job specifications will be limited to requirements necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. RBGE will comply with its obligations in relation to statutory requests for contract variations, and will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability. Dignity at work RBGE has a separate dignity at work policy concerning issues of bullying and harassment on any ground, and how complaints of this type will be with. This policy can be found in section 3.9 of the staff handbook. Customers, suppliers and other people not employed by RBGE RBGE will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by RBGE. Employees should report any bullying or harassment by customers, suppliers, visitors or others to their line manager who will take appropriate action. Training RBGE will endeavour to provide training in equal opportunities to managers and others likely to be involved in recruitment or other decision making where equal opportunities issues are likely to arise. RBGE will also endeavour to provide training to all existing and new employees and others engaged to work at RBGE to help them understand their rights and responsibilities.