Equal Opportunities and Diversity Policy - Our Tesco


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Equal Opportunities and Diversity Policy

Internal, Equal Opportunities and Diversity Policy, Version1, Page 1 of 6

Where to find things. Introduction .................................................................................................................................................................... 3 1.

Who’s this policy for?............................................................................................................................................. 3

2.

What do we mean by equal opportunities? ......................................................................................................... 3

3.

What is our commitment? ..................................................................................................................................... 3

4.

What is diversity? ................................................................................................................................................... 3

5.

Do we monitor diversity? ...................................................................................................................................... 3

6.

How do we ensure our disabled colleagues are treated equally? ..................................................................... 4

7.

What is a protected/equality characteristic?...................................................................................................... 4

8.

What is discrimination? ......................................................................................................................................... 4

9.

What is harassment? .............................................................................................................................................. 5

10.

What is third party harassment? ...................................................................................................................... 5

11.

What is victimisation? ....................................................................................................................................... 5

12.

What should I do if I feel I am being discriminated against or harassed?..................................................... 5

13.

What should I do if I feel someone else is being discriminated against or harassed? ................................. 5

14.

What will happen if I discriminate or harass someone? ................................................................................. 5

15.

Is there any other support available for colleagues? ..................................................................................... 5

16.

What are my responsibilities? ........................................................................................................................... 5

17.

What are my manager’s responsibilities?........................................................................................................ 6

18.

What are the people team’s responsibilities? ................................................................................................. 6

Policy information. ......................................................................................................................................................... 6 Ownership and confidentiality ..................................................................................................................................... 6

Internal, Equal Opportunities and Diversity Policy, Version1, Page 2 of 6

Introduction

3.

To drive our business forward and build an environment

We are committed to maintaining a good harmonious

of trust, we need to invest in and support our colleagues

working environment in which no colleague feels under

and create a culture of service and high performance. To

threat or intimidation because of their protected/equality

meet this aim it’s essential to have a diverse workforce

characteristic(s), religious or political belief or on account

where everyone has the same opportunities for success.

of being an Irish Traveller.

1.

To support this commitment we don’t allow flags,

Who’s this policy for?

What is our commitment?

emblems or posters to be displayed, materials to be This policy covers all prospective and current colleagues,

circulated or slogans or songs to be recited which are

contractors, temporary and agency workers and anyone

likely to cause offence or apprehension to particular

else working directly for Tesco on a permanent or

groups of colleagues. In addition we don’t condone the

temporary basis. This policy doesn’t form part of your

display of any racially, ethnically or sexually offensive

contract and may be amended or withdrawn at any time.

emblems or material.

2.

4.

What do we opportunities?

mean

by

equal

What is diversity?

Diversity is about recognising and accepting the different Equal opportunities is exactly what is says, it means that

elements and abilities that make us individual and

everyone deserves to be treated equally and have the

understanding and respecting that we all have different

same opportunities to develop and grow their skills within

beliefs and live our lives in different ways.

our business. Having a diverse workforce can bring many benefits to We are committed to ensuring that during all aspects of

our business and it’s important that we maximise the

your employment with us including recruitment, training

opportunity that diversity can bring.

and

development,

that

you

are

given

the

same

opportunities as everyone else.

5.

Do we monitor diversity?

Having the same opportunities doesn’t necessarily mean

We are registered with the Equality Commission in

the same treatment and it may be appropriate in some

Northern Ireland and have a legal obligation to monitor

circumstances, to have a different approach with different

the community background and sex of our job applicants

groups of people. For example, setting up a specific

and colleagues on an annual basis. We are also obliged

training program for 16-18 years old or setting up an

to review the composition of our workforce and our

Asian Network to help us understand issues affecting

employment policies and practices including things such

Asian colleagues in our business.

as training every three years and, where appropriate, to consider taking action to promote fair participation

We won’t unlawfully discriminate on the grounds of race,

between members of the Protestant and Roman Catholic

religion or belief, ethnic or national origin, colour,

communities. We are committed to complying with these

nationality,

duties and have suitable arrangements in place to ensure

gender,

gender

reassignment,

sexual

orientation, age, disability, marriage and civil partnership,

that we do so.

pregnancy and maternity or political belief/opinions. Within the rest of the UK we ask prospective job We also won’t unlawfully place colleagues at a detriment

applicants to complete an equal opportunities monitoring

on the grounds of employment status – fixed term or part

form when they apply online.

time, or membership/non membership of a trade union or

strictly confidential.

other such organisation.

Internal, Equal Opportunities and Diversity Policy, Version1, Page 3 of 6

This information is kept

6.

How do we ensure our disabled colleagues are treated equally?

To make sure our disabled colleagues are given equal opportunities

we

may

reasonable adjustments.

need

to

consider

This legislation makes it unlawful to discriminate against people with these characteristics.

8.

What is discrimination?

making

Reasonable adjustments will

Discrimination is where someone is disadvantaged or not

also be considered for job applicants and our recruitment

treated the same as everyone else because of one or

process is designed to ensure disabled applicants aren’t

more of the protected characteristics listed in point 7.

disadvantaged as far as reasonably practical, and that the There are a number of types of discrimination, these are

process remains fair.

listed below: We are committed to equal access to training and development for all our colleagues and will make every

Direct discrimination happens when someone is

effort to accommodate differing needs.

treated less favourably than another person because of a protected characteristic. For example, you’re not given a

If you become disabled during your employment we will

job because you’re a woman or disabled.

look at ways we can support you and explore any reasonable adjustments we could make with advice from

Associative discrimination is discrimination against

Occupational Health and/or your medical advisor.

someone because they associate with another person who possesses a protected characteristic. For example,

It’s your responsibility to let us know if you believe you

if a man is not given a promotion because his wife has

may have a disability and you should let us know as soon

had a baby and the manager thinks he will not be able to

as possible, if we don’t know, we can’t help you.

concentrate on a bigger job – then he has suffered discrimination by association.

For more information see the Supporting Disabled

Perceptive discrimination is discrimination against

Colleagues guide.

7.

What is a characteristic?

protected/equality

an individual because others think they possess a particular protected characteristic even if the person doesn’t actually possess the characteristic. For example,

The Equality Act 2010 applies to the UK only and there

a colleague is discriminated against because there is an assumption made that they are gay.

are separate pieces of legislation covering Northern Ireland, however the legislation principles are broadly the same.

Discrimination arising from disability is where an individual is treated less favourably because of something arising from their disability, and this treatment can’t be

Under the Equality Act 2010 a number of characteristics are protected by law, these are:

example, someone is not allowed additional breaks to use the toilet and they have diabetes, this could be



Age



Disability



Gender reassignment



Marriage or civil partnership – this doesn’t cover people who are single



Pregnancy or maternity



Race



Religion or belief



Sex



Sexual Orientation

justified as reasonable act in managing the business. For

discrimination arising from disability. If we don’t know and could not have reasonably have been expected to know of a colleague’s disability, then legally the unfavourable treatment will not be regarded as discrimination. However, we must do all we can reasonably be expected to do to find out if a person has a disability. Please be aware that this is different to direct disability discrimination.

Internal, Equal Opportunities and Diversity Policy, Version1, Page 4 of 6

Indirect discrimination can occur when you have a

12.

condition, rule, policy or practice in place which applies to

What should I do if I feel I am being discriminated against or harassed?

everyone but particularly disadvantages people who share a protected characteristic. For example, if we didn’t

Firstly you should report it to your manager, but if the

allow any part time working, there’s a chance that this

complaint is against your manager you should report it to

would indirectly discriminate against women as it’s still

your People Manager/Partner who will advise you on the

generally believed that more women than men are

correct process to follow.

children’s primary carers.

reporting it to your people team you could consider

If you feel uncomfortable

reporting it to another senior manager within your area or Indirect discrimination can be justified if it’s a reasonable

the Group/Area People Manager or People Business

act in managing the business, for example, you have to

Partner.

be over the age of 18 to sell alcohol. In situations where you don’t feel you can report the Discrimination on the grounds of age can also be justified

incident(s) to the people listed above you can do it via

if it’s a reasonable act in managing the business, for

Protector

example, to support succession planning e.g. enabling

[email protected]

younger workers to access more senior roles or allowing older workers to stay longer in employment Age is the

13.

only protected characteristic where discrimination could be justified.

9.

Line

on

0800

374

199

or

e-mail

What should I do if I feel someone else is being discriminated against or harassed?

You should talk to the person and try to get them to report

What is harassment?

Harassment can take many forms, but is generally seen

it to their manager or the people team.

14.

as unwanted behaviour that’s intended to be or has the

What will happen if I discriminate or harass someone?

effect of being intimidating, embarrassing, humiliating or

We will not tolerate any form of discrimination or

offensive.

A one off incident can be classed as

harassment. Any reports will be thoroughly investigated

harassment if it’s serious enough. Harassment can occur

and anyone found to be breaching this policy may be

both inside and outside of the workplace, for example at a

subject to disciplinary action which could lead to their

work social function e.g. Christmas party.

dismissal (either with or without notice).

10.

15.

What is third party harassment?

Is there any other support available for colleagues?

A third party is someone who provides services or goods to us or is a customer. When you report an incident we

If you would like to speak someone independent about

will take reasonable steps to prevent this from happening

any issues you can contact the Employee Assistance

again.

Programme (EAP) on 0800 316 9337 or Grocery Aid on

11.

What is victimisation?

Victimisation occurs when someone is treated badly because they have made or supported a complaint; or because they’re suspected of doing this. A person is not protected from victimisation if they have supported or made a malicious complaint.

0808 8021122.

These are confidential and impartial

helplines that provide advice and support on a range of topics. You should be aware however, that because these helplines are confidential, we would not know about your concerns unless you raise them directly with us.

16.

What are my responsibilities?

Everyone working here is responsible for supporting this policy and promoting a culture of fairness and equal Internal, Equal Opportunities and Diversity Policy, Version1, Page 5 of 6

treatment. We’re all accountable for making sure that our

It is also the people team’s responsibility to ensure that

business and its processes don’t discriminate against any

this policy is kept up to date and reflects any changes in

individual or group of colleagues and if you feel that

legislation.

something or someone is discriminating, then you must

Related Reading

report it.

17.

What are my manager’s responsibilities?

Disciplinary Policy Grievance Policy

It’s your manager’s responsibility to ensure that they and

Supporting Disabled Colleagues

their

Supporting Colleagues’ – Age, Race, Sex and Marriage

teams

understand

and

follow

the

Equal

Opportunities and Diversity policy. They must make sure

and Civil Partnership

that everyone in their team has the same opportunities

Supporting Trans Colleagues

during their employment including for training and

Supporting Colleagues’ Religion and Belief

development, secondments and promotions.

Supporting Colleagues’ Sexual Orientation

18.

What are the responsibilities?

people

team’s

Northern Ireland Equality Statement

It’s the people team’s responsibility to ensure that any complaints are thoroughly investigated and appropriate action taken. And to ensure that all complaints are dealt with in a confidential and sensitive nature.

Policy information. Version No. 1

Date of change th

8 February 2016

Summary of change Updated document

Policy owner: [email protected] Ownership and confidentiality This document shouldn’t be shared with anyone externally without permission from your Director. This policy and any associated documentation remains the property of Tesco and should be returned if requested.

Internal, Equal Opportunities and Diversity Policy, Version1, Page 6 of 6