Managing Diversity Policy

Purpose of Policy 
In order to promote an environment within which the Company can call upon the widest range of knowledge, skills and experience, as well as ensuring compliance with the relevant legislation and codes of practice, we are committed to treating all applicants and employees in the same way regardless of race or colour, nationality or national or ethnic origin, religion or religious belief, sex or marital status, sexual orientation, disability or age.

Persons Affected 
All Grafters’ employees, assignment employees and temporary workers.

Legal Requirements 
There are numerous pieces of legislation supporting the Grafters’ Managing Diversity Policy. These include:

• Disability Discrimination Act
• Equal Pay Act
• Rehabilitation of Offenders
• Sex Discrimination Act
• Human Rights Act
• Employment Act
• Race Relations Act
• Employment Equality Regulations
• Sex Discrimination Burden of Proof Regulations

Company Policy 
This policy applies to the advertisement of jobs, recruitment and appointment to them, training, conditions of work, pay and to every other aspect of employment. The policy also applies to the treatment of our customers.
Grafters have an open recruitment policy and uses a wide spectrum of different attraction methods e.g. press advertising campaigns, Internet and local bespoke campaigns.  Grafters will wherever possible, recruit from the local community.
We shall regularly review the operation of our recruitment, promotion, training and development policies to ensure that no applicant or employee is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

Monitoring 
All employees and job applicants will be asked to complete a form denoting their sex, race, ethnic origin and any disabilities. The company guarantees that this form will only be used for the purpose of monitoring the effectiveness of its equal opportunities policy. Grafters is committed to being an equal opportunities employer. Our employment policy aims to ensure that staff are employed on the basis of ability and the requirements of the job and that no job applicant or employee receives less favourable treatment because of race, religion or religious belief, colour, nationality, ethnic origin, gender, marital status, sexual orientation, disability or any other grounds which are unjustifiable in terms of equality.

Grievances 
If at any time, employees feel they have been treated less favourably than others in relation to equal opportunities, they may use the Harassment procedure for presenting a complaint about the discriminatory conduct.

Reasonable Adjustments 
Employees who are disabled, or become disabled in the course of their employment, should inform and may also wish to advise the company, of any “reasonable adjustments” to their employment or working conditions which they consider would assist them in the performance of their duties. Careful consideration will be given to any proposals of this nature and where reasonable, or reasonably practicable, such adjustments will be made. There may however be circumstances where it will not be reasonable, or reasonably practicable, for the company to accommodate those proposals and where less favourable treatment may be justified in accordance with the statutory provisions.

Definitions
There are no definitions relating to this policy.