Equal Opportunities Policy

Durell Software Ltd is an equal opportunity employer and is committed to a policy of treating all its employees and job applicants equally. We will avoid unlawful discrimination in all aspects of employment including recruitment and selection, promotion, transfer, opportunities for training, pay and benefits, other terms of employment, discipline, selection for redundancy and dismissal.
It is our policy to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex and/or sexual orientation. In this policy, these are known as the ‘protected characteristics’. We will appoint, train, develop and promote on the basis of merit and ability alone.
Employees have a duty to co-operate with Durell Software Ltd to ensure that this policy is effective to ensure equal opportunities and to prevent discrimination. Action under the Company’s disciplinary procedure will be taken against any employee who is found to have committed an act of improper or unlawful discrimination. Serious breaches of the equal opportunities policy will be treated as potential gross misconduct and could render the employee liable to summary dismissal. Employees should also bear in mind that they could be held personally liable for any act of unlawful discrimination.
Employees must not harass, bully or intimidate other employees for reasons related to one or more of the protected characteristics. Such behaviour will be treated as potential gross misconduct under the Company’s disciplinary procedure. Employees who commit serious acts of harassment may also be guilty of a criminal offence.
Employees should draw the attention of their Head of Department to suspected discriminatory acts or practices. Employees must not victimise or retaliate against an employee who has made allegations or complaints of discrimination or who has provided information about such discrimination. Such behaviour will be treated as potential gross misconduct under the Company’s disciplinary procedure. Employees should support colleagues who suffer such treatment and are making a complaint.

How the policy will be implemented and who is responsible?

The Head of Operations has specific responsibility for the effective implementation of this policy. Each head of department also has responsibilities and we expect all our employees to abide by the policy and help create the environment of equality which is its objective.
In order to implement this policy, we shall:
  • Communicate the policy to employees, job applicants, volunteers and relevant others.
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques.
  • Incorporate equal opportunity notices into general communications practices.
  • Ensure that adequate resources are made available to fulfill the objectives of the policy.

Conduct and general standards of behaviour

All staff and volunteers are expected to conduct themselves in a professional and considerate manner at all times. Durell Software Ltd will not tolerate behaviour such as:
  • making threats
  • physical violence
  • shouting
  • swearing at others
  • persistent rudeness
  • isolating, ignoring or refusing to work with certain people
  • telling offensive jokes or name calling
  • displaying offensive material such as pornography or sexist / racist cartoons, or the distribution of such material via email / text message or any other format.
  • any other forms of harassment or victimisation.
The items on the above list of unacceptable behaviours are considered to be disciplinary offences within Durell Software Ltd and can lead to disciplinary action being taken. We do, however, encourage staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over sensitive. It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.

Complaints of discrimination

Durell Software Ltd will treat seriously all complaints of unlawful discrimination on any protected characteristics made by employees, trustees, clients or other third parties and will take action where appropriate.
All complaints will be investigated in accordance with our grievance, complaints or disciplinary procedure, as appropriate and the complainant will be informed of the outcome in line with these procedures.
We will also monitor the number and outcomes of complaints of discrimination made by staff, volunteers, clients and other third parties.

Legal Obligations

Equal Opportunities and Discrimination (Equality Act 2010)

The new Equality Act came into force in October 2010. This replaces all previous equality legislation in England, Scotland and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).

The Equality Act 2010 protected characteristics are:

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

In valuing diversity, Durell Software Ltd is committed to go beyond the legal minimum regarding equality.

The Equality Act 2010 harmonises and strengthens and replaces most previous equality legislation. The following legislation is still relevant:

  • The Human Rights Act 1998.
  • The Work and Families Act 2006.
Employment Equal Treatment Framework Directive 2000 (as amended).

Recruitment and Selection

The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavor through appropriate training to ensure that employees, making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.
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.
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.
We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do their job.
Short-listing and interviewing will be carried out by more than one person where possible.
Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.
Selection decisions will not be influenced by any perceived prejudices of other staff.

Monitoring

We will maintain and review the employment records of all employees in order to monitor the progress of this policy.
Monitoring may involve:
  • The collection and classification of information regarding the race in terms of ethnic/national origin and sex of all applications and current employees;
  • The examination by ethnic/national origin and sex of the distribution of employees and the success rate of the applicants; and
  • Recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions.
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.