Equal Opportunities
Fiscale Equal Opportunities Policy

Fiscale is an equal opportunities employer in all respects, and is in compliance with the Equality Act 2010.

1.0 – Overview

No job applicant, employee or worker will receive less favourable treatment in terms of direct or indirect discrimination, harassment or victimisation on the grounds of the nine protected characteristics as defined by the Equality Act 2010.

The Protected Characteristics are age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity. The policy of non-discrimination will also apply to membership or non-membership of trade union and “spent convictions” of ex-offenders.

Selection criteria and procedure will be reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.

All employees will be given equal opportunity and, where appropriate and possible, special training to enable them to progress within the Company. The Company is committed to a programme of action to make this policy effective, to minimise the possibility of discrimination and find means of combating it whenever it arises.

2.0 – Definitions

2.1 – What is discrimination?

Discrimination takes the following main forms:

Direct discrimination – this occurs where a person is treated less favourably than another on grounds of racial/ethnic origin, sex, pregnancy, marital or family status, sexual orientation, religion or belief, age or disability. For example, where a manager refuses to employ a woman because she is pregnant.

Indirect discrimination – this may occur where a practice provision or criterion is imposed on all employees or job applicants. However the requirement has a disproportionate impact on persons of one particular racial/ethnic origin, sex, marital or family status group, persons who are pregnant, persons of a particular sexual orientation, religion or belief, persons of a certain age group, or those suffering from a particular disability, who cannot comply with that requirement to their detriment. For example, it may amount to indirect disability discrimination to require all job applicants to undergo a written test, without giving job applicants with visual impairment the alternative of taking an oral test.

Therefore, whenever a practice, provision or criterion is imposed, it must be possible to justify it on objective business grounds. In other words, grounds unrelated to racial/ ethnic origin, sex, pregnancy, marital or family status, sexual orientation, religion or belief, age or disability.

It should be noted that motive maybe wholly irrelevant to whether direct or indirect discrimination has occurred. It is the effect of a practice or decision or rule or condition on an individual, which causes the discrimination, not its intention.

Victimisation – this occurs where an employee is penalised for having raised a discrimination complaint or concern in good faith, or assisted another in doing so. For example, disciplining an employee because he or she gave evidence to an employment tribunal in support of a discrimination claim brought by a colleague.

Acts by employees to induce, pressurise or support another person to discriminate against an employee on the grounds of racial/ethnic origin, sex, pregnancy, marital or family status, sexual orientation, religion or belief, age or disability are also prohibited.

3.0 – Equal opportunities in practice

Unlawful discrimination based on racial/ethnic origin, sex, pregnancy or marital or family status, sexual orientation, religion or belief, age or disability can occur in all aspects of the working relationship. For example, it may occur in areas of recruitment, promotion, access to benefits/facilities, pay increases, training, discipline and dismissal.

Managers should be able to ensure that their decisions in any context can be justified on objective business grounds, which are not directly or indirectly related to racial/ethnic origin, sex, pregnancy or marital or family status, sexual orientation, religion or belief, age or disability. Where managers might be concerned that there is a possible inference of racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital or family status, age or disability discrimination arising from an intended decision, they should liaise with HR beforehand.

4.0 – Applications of policy

The following sets out Fiscale’s Equal Opportunities Policy in specific areas:

4.1 – Recruitment, promotion and job transfers

Employees will have equal opportunities in relation to the appointment to any job within Fiscale, subject to the requirements of that particular role and the individual’s skills, suitability and experience relevant to that role.

This means that:

Reasonable adjustments will be made to the arrangements for interview/selection so as not to disadvantage a disabled employee/applicant, where managers are aware that an employee/applicant is disabled.

Job vacancies will be advertised fairly within Fiscale and also sufficiently advertised externally to ensure as far as possible that job applicants are not limited to a particular racial/ethnic origin, sex, marital status, sexual orientation, religion or belief, age group, disability or family status.

Decisions on job appointments, promotions and transfers will be on the basis of merit and ability and will be made without reference to racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital status, age, disability, or family status.

4.2 – Terms and conditions of employment

Considerations of racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital status, age, disability or family status will play no adverse part when considering entitlement or access to benefits or salary levels.

4.3 – Performance review

Considerations of racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital status, age, disability, or family status will play no adverse part when assessing an individual’s performance.

4.4 – Counselling and disciplinary issues

Considerations of racial/ethnic origin, disability, sex, pregnancy, sexual orientation, religion or belief, marital status, age or family status will play no adverse part in deciding whether or not an individual needs to receive informal counselling or to have the disciplinary procedure invoked in relation to them.

4.5 – Access to facilities, training and opportunities

Consideration of racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital status, age, disability or family status shall play no adverse part in an individual’s access to facilities made available by Fiscale for promotion, training or career opportunities.

4.6 – Dismissal

Considerations of racial/ethnic origin, sex, pregnancy, sexual orientation, religion or belief, marital status, age, disability or family status shall play no adverse part when considering the dismissal of an employee.

5.0 – The Company’s Responsibility as an Employer

In order for the Equal Opportunities Policy to be fully effective, the responsibility for ensuring that its terms are adhered to will lie with the HR Manager. It is, however, the responsibility of each Manager and all other supervisory staff actively to promote equality of opportunity within their own programmes and spheres of responsibility. It should not be overlooked that harassment can take many forms: age, religion, skin colour, sexual preference, disability – even dialect or accent – can all form the basis for unwanted aggression and attention. Victimisation in the widest sense of the word is also a form of harassment and those exposed to or subject to such action need protection.

The Company will inform its employees of their responsibilities and opportunities under the Equal Rights legislation; will make sure that the Company’s Equal Opportunities Policy is known to all staff and applicants; and will provide appropriate training.

The Company will take disciplinary action against employees who are found to infringe its Equal Opportunities Policy.

6.0 – What the Company expects from its Employees:-

While the main responsibility for providing equal opportunities lies with the Company, individual employees at all levels have responsibilities too. Getting rid of discrimination depends on everyone’s collaboration.

Employees should not harass, abuse or intimidate other employees on any grounds including those of disability, race, sex or sexual orientation. Employees should co-operate with measures introduced by the Company to make sure there is equal opportunity and non-discrimination. Employees must not victimise individuals on the grounds that they have made complaints or provided information about discrimination or harassment.