Diversity & Equality Policy

Advantage Catering Equipment Ltd – Equality & Diversity Policy

Introduction

As part of the commitment made by Advantage Catering Equipment Ltd (The Business) to Equality of Opportunity, it has adopted a policy statement covering its employment practices and procedures.

This document outlines the policy that must be strictly adhered to by every employee. All breaches of this policy will be investigated and, where appropriate, disciplinary procedures followed.

Equal Opportunities

Equal opportunities relates to treating people the same, even if they belong to certain groups. It is underpinned by a legal framework that makes it illegal to discriminate against people because of their membership of a particular group.

Diversity

Diversity builds upon the progress made through equal opportunities. Everyone is different, and diversity is about recognising, respecting, and valuing the differences each person brings to work.

Equal opportunities and diversity work together by:

  • Addressing inequalities and barriers faced by under-represented groups

  • Valuing, learning from, and benefiting from diverse cultures in society and our staff

General Statement of Policy

It is our policy that no employee or prospective employee will:

  • Receive less favourable treatment

  • Be disadvantaged by circumstances, conditions, or requirements that cannot be justified

The Policy Statement

Management recognises that discrimination occurs and will take all reasonable steps to ensure no individual is unreasonably excluded from:

  • Access to activities, goods, facilities, or services

  • Employment opportunities

As an employer committed to equality and diversity, we recognise that discrimination may occur based on:

  • Age, gender, ethnic origin, race, nationality, skin colour, sexuality

  • Impairment (physical, sensory, learning), physical appearance

  • Marital or other life status, religious or political belief

  • Other differences that cannot be justified

Every employee is entitled to expect equality of opportunity in all aspects of employment, including terms and conditions.

Every potential employee is entitled to a recruitment process free of unreasonable barriers.

All employees shall be made aware of this policy and its implications.

What We Expect From Our Employees

While the business is responsible for creating and monitoring a culture of equality, success relies on each employee playing their part.

Employee responsibilities include:

  1. Compliance – Follow measures to ensure equality and non-discrimination. Training appropriate to each role will be provided.

  2. Non-discrimination – Those responsible for others must not discriminate in areas such as:

    • Training, advancement, performance management

    • Transfer, redeployment, discipline, retirement, dismissal, redundancy

    • Benefits, facilities, and services

  3. No inducement – Employees shall not induce others to discriminate.

  4. No victimisation – Employees shall not victimise individuals for complaints or providing information about discrimination or harassment.

  5. No harassment – Employees shall not harass, abuse, or intimidate another employee on any grounds.

Publicising and Advertising Vacancies

  • All vacancies shall first be advertised internally; if no suitable internal candidate is appointed, the post shall be advertised externally.

  • Recruitment materials and processes, including advertisements, shall be available in a variety of media reflecting the requirements of the post.

  • Clear and accurate information will be provided through job descriptions and person specifications, containing only necessary and justifiable requirements.

  • Printed advertisements will adhere to clear print guidelines.

  • All recruitment materials shall highlight the business’s Equal Employment Opportunity Policy, status as a Disability Symbol user, and the guarantee that applicants declaring a disability will be offered an interview if they meet the job criteria.

Recruitment

  • Recruitment practices shall be as open and barrier-free as possible.

  • Application forms and supporting materials shall be free from personal questions unrelated to the job.

  • Selection criteria will be regularly reviewed for justification.

  • More than one person will be involved in shortlisting and interviews, all trained in equality and diversity.

  • Assessments will be conducted objectively, based solely on job suitability.

  • Questions and selection tests will relate only to job requirements.

  • Interviews shall not disadvantage applicants due to timing, location, or facilities.

  • Reasons for selection or rejection shall be recorded.

  • All applications will be subject to confidential monitoring.

Applicants declaring a disability who meet the criteria will be offered an interview, as clearly stated in recruitment materials.

Training

  • Equality applies to training programs, including disability awareness and equality & diversity training.

  • Employees shall not be discriminated against regarding access to training.

  • New employees receive induction training within one month to understand organisational policies and practices.

  • Regular and appropriate training ensures staff can perform effectively and advance.

  • For relocation or redeployment, retraining will be discussed and agreed where necessary.

  • All involved in selection or interviews shall be trained for objective decision-making.

  • Personnel dealing with the public will be trained on law, best practice, personal responsibility, corporate liability, and discrimination.

Terms and Conditions of Employment

  • The business complies with the Equal Pay Acts and ensures no unreasonable discrimination in employment terms.

  • Staff facilities and services shall be equally available, with reasonable adjustments made if needed.

  • Contracts and terms will be available in various media, with consideration for alternative formats if requested.

Monitoring

  • The Diversity & Equality Specialist Advisor monitors effective implementation, under overall supervision by the agency.

  • Personnel policies and procedures will be reviewed, with anonymous and confidential records maintained to profile staff composition.

  • A voluntary monitoring form is issued with applications, returned in a separate envelope.

  • Human Resources will ensure forms remain unopened until a successful appointment.

  • Employee audits are conducted annually, typically in May, to establish workforce composition.

  • Employees may access, check, correct, and update their records; otherwise, access is restricted to Human Resources.