Summary of Fire Risk Assessment Consultancy UK Ltd Equalities Policy

August 2007

• employee;
• potential employee;
• person seconded from other organisations to work with us;

We believe that the principles of our policy apply equally to people who want to come and work for us.

Diversity and inclusion statement
We value all different people and we are committed to developing policies to tackle inequality and exclusion. We recognise that some people can be disadvantaged and discriminated against both as employees and as service users. We will promote action to eliminate inequalities.

We will not tolerate discrimination of any kind

We recognise that although inequality, disadvantage and discrimination exist in society, we will strive to ensure that no one who deals with FRAC will receive less favourable treatment, or be socially excluded because of any characteristic that may unfairly affect a person’s opportunities in life.

Responsibilities
The Managing Director is accountable for the implementation of this policy.
All employees have a responsibility to familiarise themselves with the policy, and reinforce through management competencies and performance reviews, to ensure that it is understood and implemented by all staff.
All staff have a responsibility for working towards equality and inclusion, and for the implementation of this policy.

Each employee has a legal and professional duty not to discriminate against service users.

How we will meet our commitments
Our approach focuses not just on the need to comply with wide-ranging legislation, but also on identifying best practice and applying this flexibility across all services.

Our Standards

General

We will ensure that: (outward-facing)

• Everyone that comes into contact with FRAC is treated in an open and respectful manner;
• We will deliver services in as inclusive and fair way as possible – without discrimination, prejudice or bias;
• We aim to eliminate unlawful discrimination on the grounds of race, gender, disability, religion/belief, sexual orientation and age;
• Employees, any other people providing FRAC Services to the public receive fair treatment, dignity and respect;
• We value diversity and are committed to providing fair and equal access, especially for those who feel excluded and/or are disadvantaged;

We will ensure that: (inward-facing)

• Complaints of unfair treatment, discrimination, harassment and bullying within employment are dealt with through the harassment and grievance procedure;
• All people who receive our services are actively encouraged to comment on the way they perceive them to be delivered;
• All complaints, including those that are concerned with equality issues, are dealt with through our complaints procedure. We will respond to all complaints and in particular approach in a positive manner any that relate to practices that suggest unfairness, discrimination and lack of access.

Gender
The Sex Discrimination Act 1975 states that it is unlawful to:

• Treat a person less favourably than another is treated in similar circumstances on the grounds of sex;
• Apply a condition, which discriminates against a man or woman because they are less able to comply with it than a member of the opposite sex is;
• Discriminate against somebody because they are married.

Transgender/Transsexual people
Transsexual people often face prejudice harassment, and misunderstanding of their situation from other people, in addition to the added personal stress of altering their bodies and physical appearance to match their gender identity. Regulations exist to prohibit discrimination in the workplace when an individual intends to undergo, is undergoing, or has under gone gender reassignment. It may contravene the Sex Discrimination Act to dismiss, or discriminate against an individual because of impending gender reassignment treatment, in the same way that it is unlawful to dismiss a woman for pregnancy.

Age
The Age regulations will make the following unlawful:

• Discrimination on the grounds of age in recruitment, promotion, and training;
• Compulsory retirement below the age of 65 unless objectively justified.

The regulations will also state that:

• Employees have the right to request to continue working after the retirement age;
• Employers have a duty to consider an employee’s request to continue working after retirement age;
• Employers have to give written notification to employee’s six months in advance of their intended retirement. This will allow people to plan their retirement;
• Employees over 65 have the same right to unfair dismissal and redundancy payments as younger workers.

Religion/Belief
The Religion/Belief regulations prohibit discrimination on the grounds of “any religion, religious belief or similar philosophical belief”. The Regulations do no specifically define ‘religion’ or ‘belief ’, but do however state, “a religion or belief may include:

• Collective worship
• A clear belief system, or
• A profound belief affecting way of life or view of the world.”
• The Employment Equality (Religion or Belief) Regulations 2003 prohibit discrimination (direct and indirect), and harassment.

Sexual Orientation
The Employment Equality (Sexual Orientation) Regulations 2003 prohibit discrimination (direct and indirect), and harassment on grounds of sexual orientation Regulations prohibits discrimination on the grounds of Sexual Orientation, and cover: Orientation towards:

• Persons of the same sex;
• Persons of the opposite sex;
• Persons of the same sex and of the opposite sex.
• In other words, the regulations cover lesbians, gay men, bisexuals and heterosexuals.

Civil Partnerships
From 21st December 2005, the landmark Civil Partnership Act 2004 allowed lesbians, gay men and bisexuals to be able to form a legal relationship with their same-sex partner. Same-sex couples that form a civil partnership will have parity of treatment in a wide range of legal matters with those opposite-sex couples who enter into a civil marriage.
Therefore employers and service providers should ensure that benefits and services that are available to couples of the opposite sex should also be available for same-sex couples that have entered into a civil partnership.

Complaints procedure
Comments and complaints can be made by phone, in person or in writing.