Phosters (FM) Ltd Equal Opportunities Policy

Phosters (FM) Ltd Equal Opportunities Policy

Statement of Policy

1.We recognise that discrimination is unacceptable and although equality of opportunity has been a long
standing feature of our employment practices and procedure, we have made the decision to adopt a
formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if
appropriate, disciplinary action.

2.The aim of the policy is to ensure no job applicant, employee or worker is discriminated against either
directly or indirectly on the grounds of race, colour, ethnic or national origin, religious belief, political
opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability.

3. A copy of the policy will be made available for all employees and will be made known to all applicants
for employment.

4.The policy will be communicated to all private contractors reminding them of their responsibilities
towards the equality of opportunity.

5.The policy will be implemented in accordance with the appropriate statutory requirements and full
account will be taken of all available guidance and in particular any relevant Codes of Practice.

6.We will maintain a neutral working environment in which no employee or worker feels under threat or
intimidated.

Recruitment and Selection

1.The recruitment and selection process is crucially important to any equal opportunities policy. We will
endeavour through appropriate training to ensure that employees making selection and recruitment
decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

2.Promotion and advancement will be made on merit and all decisions relating to this will be made within
the overall framework and principles of this policy.

3.Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities
policy. Job requirements will be reflected accurately in any personnel specifications.

4.We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.

5.We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of
a particular group.

6.All applicants who apply for jobs with us will receive fair treatment and
will be considered solely on their ability to do the job.

7.All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.

8.Short listing and interviewing will be carried out by more than one person where possible.

9.Interview questions will be related to the requirements of the job and will not be of a discriminatory
nature.

10.We will not disqualify any applicant because he/she is unable to complete an application form
unassisted unless personal completion of the form is a valid test of the standard of English required for the
safe and effective performance of the job.

11.Selection decisions will not be influenced by any perceived prejudices of other staff.

Training and Promotion

1.Senior staff will receive training in the application of this policy to ensure
that they are aware of its contents and provisions.

2.All promotion will be in line with this policy.

Monitoring

1.We will maintain and review anonymised data in order to monitor the progress of this
policy.

2.Monitoring may involve:-

a. the collection and classification of information regarding the race in terms of
ethnic/national origin and sex of all applicants and current employees;
b. the examination by ethnic/national origin and sex of the distribution of employees and the success rate
of the applicants; and
c. recording recruitment, training and promotional records of all employees, the decisions reached and the
reason for those decisions.

3.The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of
the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford
greater equality of opportunities to all applicants and staff

Approval

This policy was approved by the board January 2025.

Paul Taylor, Managing Director