Diversity and Equal Opportunities


The purpose of the Diversity and Equal Opportunities Policy is to encourage an atmosphere where all staff embrace the benefits of working in a diverse community and to provide a framework for the fair and equitable treatment of all employees, job applicants, customers, suppliers and visitors irrespective of their individual differences or any personal characteristics. 

NOTE: add about feeling comfortable in the working environment both in the office or remotely. 

This policy relates to all aspects of employment, including individual standards of behaviour, the advertisement of jobs, recruitment and selection, training and development, appraisal, promotion. 


Policy Statement

All employees are afforded equal opportunities within employment and that entry and progression in employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular position. 

All employees have a duty to co-operate with this policy to ensure equal opportunities and to prevent discrimination. Employees must not harass or intimidate other employees on the grounds of race, add an example of each one of these scenarios 

religion or belief, 




national origin, 


sexual orientation 

Employees must not victimise or retaliate against employees who make such allegations. Disciplinary action will be taken against any employee who breaches this policy.


The company welcomes diversity amongst its employees and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual’s abilities and qualifications. The recruitment process must result in the selection of the most suitable person for the job having regard to experience and qualifications where necessary.

  1. Advertising

A carefully worded and objective job specification/description is produced for all vacancies, outlining essential skills, knowledge and competence required.  

Applications from all sections of the community will be encouraged.

  1. Selection Criteria

Short-listing will be based on objective criteria relevant to the job and decisions made by suitably trained staff, purely on the basis of merit. The selection process will be carried out consistently for all jobs at all levels. Selection criteria for all positions will be clearly defined and reflected in the further particulars sent to applicants. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups will not be demanded or imposed except where they are justifiable in terms of the job to be done.

  1. Interviews

Wherever possible, at least two people will interview applicants and all questions will relate to the selection criteria. No questions will be discriminatory, however, where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (accessible interview rooms or an interpreter) will be offered to enable candidates to compete on an equal basis.

Review of Recruitment Practice

Recruitment procedures and practices will be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.

Training, Development and Promotion 

All employees are encouraged to achieve their full potential.  Selection for all training, career development opportunities and job moves will be purely on the basis of merit.  Appraisals of performance will be conducted objectively and selection for promotion will be purely on the basis of merit. 

Grievances and Disciplinary Measures

  1. Grievances

All allegations of discrimination on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation will be dealt with seriously and confidentially. Any employee may use the grievance procedure to complain about discriminatory conduct. The company wishes to ensure that employees feel able to raise such grievances and no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.

Who should you report it too – Paul O’Shea

  1. Disciplinary Measures

Any employee who harasses any other employee on the grounds of race, religion or belief, colour, sex, age, national origin, disability, or sexual orientation will be subject to the company’s disciplinary procedure. In serious cases, such behavior will be deemed to constitute gross misconduct, and, as such, will result in summary dismissal in the absence of mitigating circumstances.