Equal Opportunities in Employment
1. North Wiltshire District Council is actively committed to equality of opportunities in all its working procedures and practices. The Council recognises that its services are enhanced and improved through recruitment and retention of a diverse workforce.
2. Through a series of strategies the Council will endeavour to ensure that:
- There will be equality of opportunity and treatment in employment issues regardless of age, cultural or ethnic background, disability, gender, marital status, religious or political persuasion, or sexual orientation.
- There will be no discrimination in the recruitment and selection of employees to the Council. Applications for employment will be positively welcomed from all sections of the community.
- There will be no discrimination in the learning and development of employees of the Council. All employees will be encouraged to take advantage of in-house vocational and professional learning and development relevant to their post.
- The Council will strive to achieve a working environment which is non-discriminatory and which enables all employees to realise their potential.
- It is the responsibility of employees to ensure that we do not discriminate against a person either directly or indirectly.
- Under no circumstances will the harassment of employees or members of the general public be tolerated.
3. This policy will be applied to all employees of the Council.
4. Employees will be given the appropriate leaning and development opportunities to allow these responsibilities to be met.
5. Any employee or group of employees who feel they have been subjected to discrimination or harassment in any form will be informed of the arrangement under which those concerns can be raised.
6. Any breach of this policy may result in the disciplinary procedure being evoked, and if appropriate, disciplinary action being taken.
7. The Head of Human Resources will be responsible for the monitoring, effectiveness and operation of the policy, however it will be the responsibility of all managers and employees to ensure that the policy is adhered to.
8. The policy will be reviewed and monitored on an annual basis.
4. Employees will be given the appropriate leaning and development opportunities to allow these responsibilities to be met.
5. Any employee or group of employees who feel they have been subjected to discrimination or harassment in any form will be informed of the arrangement under which those concerns can be raised.
6. Any breach of this policy may result in the disciplinary procedure being evoked, and if appropriate, disciplinary action being taken.
7. The Head of Human Resources will be responsible for the monitoring, effectiveness and operation of the policy, however it will be the responsibility of all managers and employees to ensure that the policy is adhered to.
8. The policy will be reviewed and monitored on an annual basis.
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