Page 36 - ITM Employee Handbook September 2020

If either party is unhappy with the outcome of the investigation, the issue may be processed through
the normal employment relations' mechanisms.

3.4.7 Confidentiality
All individuals involved in the procedures referred to above must maintain confidentiality on the
subject.

3.5 EQUAL OPPORTUNITIES POLICY
The Company positively encourages a culture of equality for all, where employees are recruited,
developed, remunerated and promoted on the basis of their skills and suitability for the work
performed.

The Company is committed to making full use of the talents and resources of all its employees, and to
ensuring that no employee receives objectively unjustified less favourable treatment on the grounds
of their gender, race, colour, ethnic origin, membership of the travelling community, marital status,
family status, disability, religion, sexual orientation, age, nationality, part-time or fixed term status. All
employees will be made aware of the provisions of this policy and are required to ensure that the
policy is carried out in its entirety.

There are 3 forms of discrimination
• Direct discrimination: When a person is treated less favourably than another person would be
treated in the same circumstances.
• Indirect discrimination: When a person is obliged to comply with a condition of employment,
with which a substantially greater proportion of one group than another group can comply
and when a requirement that is the same for everyone has an unfair effect on some people
because of gender, marital status, family status, sexual orientation, age, disability, race,
religion, or membership of the Traveller community.
• Discrimination by Association: When a person is associated with another person who falls into
one of the categories listed above and is then treated less favourably because of that
association.

3.5.1 Recruitment and Promotion
The Company will ensure that information about vacant posts is circulated as widely as possible in the
circumstances to ensure that it reaches all sections of the community.

No recruitment literature or advertisements will imply a preference for any one group of applicants,
unless there is a genuine occupational qualification which limits the post to a particular group, in which
case this will be clearly stated.

Recruitment and employment decisions will be made on the basis of fair and objective criteria.

3.5.2 Job Descriptions and Working Patterns
Job descriptions and/or person specifications will include only those requirements, qualifications and
characteristics that are essential or desirable for the effective performance of the role. It will be made
clear which items are essential and which are only desirable.
Whilst it is permissible to indicate the standard hours of a job and/or that it is full time, if an employee
or applicant wishes to propose some other pattern of work, this will be carefully considered and only
rejected if it is justified.

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