INTRODUCTION BY THE MANAGING DIRECTOR
I am delighted to present AFM’s Equality and Diversity Policy. AFM is a diverse organisation and I am committed to ensuring this continues by making sure there is equality of opportunity for all fostered in an environment of mutual respect and dignity.
The promotion of equal opportunities concerns all of us and it is important that you take time to consider this policy and ensure that you carry out your responsibilities in its implementation.
OUR COMMITMENT (POLICY STATEMENT)
WHO OUR POLICY APPLIES TO
This policy applies to all potential and successful applicants and all AFM employees. The policy also applies to agency employees and consultants. We will tell suppliers, partners and clients about this policy so that they understand our commitment and our expectations. Where appropriate we will also encourage suppliers, partners and clients to adopt similar policies as a minimum standard for working with us.
RESPONSIBILITIES FOR EQUALITY AND DIVERSITY
The Managing Director is responsible for the implementation and adherence to this policy.
The HR team is responsible for the monitoring and the updating of this policy. HR is also responsible for formal communication of the policy and for training workshops in support of the policy and related issues. HR will advise the managers to assist them in fulfilling their responsibilities and will support and guide employees for example, where a breach of policy has occurred.
Directors, managers and supervisors are responsible for monitoring that employees that they are responsible for are adhering to this policy.
All employees are required to recognise their responsibilities and to support and adhere to this policy. Failure to do so may result in disciplinary action.
AFM recognises broad reasons for ensuring that our Equality and Diversity Policy is implemented. While AFM has a belief in the principles of equal opportunities, we recognise the impact on our ability to recruit and retain the best employees as well as improving the commitment from our employees and the overall effectiveness of our business.
Recruitment and Promotion
We will ensure that roles are filled on a basis of competence, qualification and potential. We will act in a non-discriminatory way towards all potential and actual applicants during the recruitment process and comply with legislative requirements regarding direct and indirect discrimination on the basis of race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability.
We will use relevant eligibility criteria which are fair to everyone whilst being supporting of our business goals. We will do this by regularly reviewing company procedures and documents including job descriptions, job advertisements, employment agency instructions and application forms.
Training and Development
We will support the training and development of employees to fulfil our business needs and to help fulfil their full potential. We will ensure equal opportunities for training and development for all employees, basing decisions on qualification, experience and potential of the employee.
Terms and Conditions of Employment
Company documentation relating to terms and conditions of employment, including the Employee Handbook, policies and procedures and Statements of Terms and Conditions of Employment, will be written and implemented without regard to race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability.
We will ensure that all employees work in an environment without discrimination, harassment or victimisation. We will commit to making reasonable adjustments for employees where required.
The HR department will maintain personnel records and regularly audit data collected (qualitative and quantitative) to ensure compliance to this policy.
We will regularly evaluate our policies and procedures against current UK and European legislation and will act in advance of the law where a need is identified.
We recognise the need to develop and implement a range of policies that link with this over arching Equality and Diversity Policy.
AFM will take action to communicate this policy to all its employees and others involved with our business including our suppliers, clients and partners. The policy is available via the company’s Intranet and will be included in the Employee Handbook (to be revised April 2009), which will be issued to all current employees and thereafter new starters. This policy will be available on the company’s website www.amalgamatedfm.com
Hard copies are also available at our offices.
AFM will continue to develop and implement programmes to ensure that all employees have received appropriate training or briefing to enable them to fulfil their responsibilities under this policy. This will include training programmes to support where appropriate the range of policies that link with this over arching Equality and Diversity Policy.
BREACH OF POLICY
AFM will take seriously any instances of non adherence to this policy by employees, and where appropriate our suppliers, partners and clients. Any instances of non adherence will be investigated and where appropriate will be considered under the disciplinary procedure.
Employees are encouraged to raise any non adherence to this policy with their manager using the grievance procedure as appropriate. Any complaints such as alleged discrimination, victimisation or harassment will be fully investigated and action taken as appropriate.
MONITOR AND REVIEW
AFM will seek to assess the impact of its policies on employees to ensure as far as possible that real improvements are being made in tackling discrimination and promoting diversity.
The policy will be reviewed every two years. However, due to the considerable policy development work to take place during 2009, the policy will be reviewed in six months and if a shorter review requirement is established this will be documented.
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