Equal Opportunities Policy

Content and Code Equal Opportunities Policy

Content and Code is committed to the principle of equal opportunity in employment.
Accordingly, management will ensure that recruitment, selection, training, development and promotion procedures result in no job applicant or employee receiving less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, religion or belief, disability, trade union membership or non-membership, sex, sexual orientation, marital status, age, whether part-time or fixed term worker. The Company’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.

Management is primarily responsible for meeting these objectives by:

  • Not discriminating against employees or job applicants in the course of employment
  • Not inducing or attempting to induce others to practice unlawful discrimination
  • Bringing to the attention of employees that they will be subject to action under the Disciplinary Procedure for discrimination of any kind.

You can contribute by:

  • Not discriminating against fellow employees, customers, suppliers or members of the public with whom you come into contact during the course of your duties
  • Not inducing or attempting to induce others to practice unlawful discrimination
  • Reporting any discriminatory action to your manager or supervisor.
  • To achieve these objectives, we must all contribute. We all have an obligation to report any act of discrimination we observe or know about.
  • If you believe that you are a victim of unlawful discrimination, raise the issue through our Grievance Procedure

 

Positive Work Environment Policy

Statement of the policy

Content and Code is committed to creating a harmonious working environment, free from harassment and bullying and in which every employee is treated with respect and dignity.

We are committed to ensuring that individuals do not feel apprehensive because of their religious belief, political opinion, gender, marital status, sexual orientation, race, age, disability or inappropriate behaviour of others.

Harassment and bullying are unacceptable behaviour at work and will be treated as misconduct that may warrant dismissal. All employees must comply with this policy.

Definition of Harassment

  • Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.
  • Harassment may take many forms. It can range from extreme forms, such as violence, to less obvious actions, such as persistently ignoring someone at work.

 

The following, though not an exhaustive list, may constitute harassment:

  • Physical contact ranging from touching to serious assault
  • Verbal and written harassment through jokes, offensive language, gossip and slander, letters
  • Isolation or non-cooperation at work and exclusion from social activities
  • Intrusion by pestering, spying, stalking etc.

Definition of workplace bullying:

  • Workplace bullying is repeated, inappropriate, offensive behaviour that is often an abuse of power or position. It can be direct or indirect, either verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work.

 

The following examples may constitute bullying

  • Threats, abuse, teasing, gossip and practical jokes
  • Humiliation and ridicule, either in private, at meetings or in front of customers/clients
  • Name calling, insults, devaluing with reference to age, physical appearance
  • Setting impossible deadlines
  • Imposing excessive workloads
  • Making unjustified criticisms
  • Excessive monitoring
  • Removing responsibilities
  • Allocating menial and pointless tasks
  • Withholding information
  • Refusing requests for leave, holiday or training.
  • It is the impact of the behaviour that is relevant and not the motive or intent behind it.

 

Your responsibility

  • Everyone is responsible for helping to create and maintain a working environment that respects the dignity of employees.
  • Harassment and bullying can cause serious and genuine problems, so ensure that your behaviour is beyond question and could not be considered in any way to be harassment or bullying. You can discourage such behaviour by making it clear that you find it unacceptable. You can also support colleagues if they are experiencing harassment or bullying and are considering making a complaint.
  • You should alert a Manager or Supervisor to any incidents so the Company can deal with the matter.
    Managerial responsibility
  • Managers and supervisors have a responsibility to ensure that harassment or bullying does not occur in work areas for which they are responsible.
  • Managers also have a responsibility to explain the Company’s policy to their staff and take steps to positively promote it. They will be responsive and supportive to any member of staff who makes a complaint, provide full and clear advice on the procedure to be adopted, maintain confidentiality in all cases and ensure that there is no further problem or victimisation after a complaint has been resolved.
  • The Company will provide training to ensure that Managers, Supervisors and other staff are fully aware of this policy and the procedures for dealing with harassment and bullying.
  • Procedure for dealing with alleged harassment or bullying
  • If you believe that you have been the subject of harassment or bullying, you should, in the first instance, ask the person responsible to stop the behaviour. Person to person reproof at an early stage will often be enough to stop the behaviour without involving third parties.
  • If you decide to make a formal complaint, do it via our Grievance Procedure as soon as possible after the incident has occurred. All complaints will be handled in a timely and confidential manner. You will be guaranteed a fair and impartial hearing, and the matter will be investigated thoroughly. If the investigation reveals that your complaint is valid, we will take prompt action designed to stop the behaviour immediately and prevent its recurrence. In such circumstances, if relocation proves necessary, every effort will be made to relocate the harasser or bully. However, the Company will endeavour to relocate you if you prefer.
  • If you file a complaint or assist in an investigation, you will be protected from intimidation, victimisation or discrimination. Retaliating against an employee for complaining about harassment or bullying is a disciplinary offence.
    This procedure is designed to help victims of harassment or bullying.
  • Anyone raising complaints that are proven to be deliberately vexatious would be subject to proceedings under the Disciplinary Procedure.