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
