Equal Opportunities policy and procedures

Equal Opportunities Policy Statement

To Whom Does This Policy Apply?
Personnel Responsible for Implementation of Policy
Scope and Purpose of Policy
Forms of Discrimination
Disability Discrimination
Breaches of the Policy

Equal opportunities policy statement

It is Red Dragon Manufacturing Ltd policy not to discriminate against its workers on the basis of their gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age, pregnancy and maternity (collectively referred to as “Protected Characteristics”).
This policy is for guidance only and does not form part of any employee’s Contract of Employment.

To whom does this policy apply

This policy applies to our employees, whether permanent, temporary, part-time or on fixed-term contracts and to individuals, such as agency staff and consultants, who are not our employees, but who carry out work for us (collectively referred to as “Staff”).
In some situations, we may be at risk of being held responsible for the acts of individual members of Staff and will not therefore tolerate any discriminatory practices or behaviour.

Personnel responsible for implementation of policy

Those working at a management level have a specific responsibility to set an appropriate standard of behaviour, to lead by example and to ensure that employees adhere to the policy and promote our aims and objectives with regard to equal opportunities.
All Staff have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against or harass other members of Staff, whether junior or senior to them. This applies equally to the treatment by Staff of our visitors, clients, customers and suppliers.

Scope and purpose of policy

This policy applies to all aspects of our relationship with staff and to relations between Staff members at all levels. This includes the advertising of jobs, recruitment and selection, training and development, opportunities for promotion, conditions of service, pay and benefits, health and safety and conduct at work, grievance and disciplinary procedures and termination of employment.

Forms of discrimination

Discrimination by or against an employee is generally prohibited unless there is a specific legal exemption. Discrimination may be direct, or indirect and it may occur intentionally, or unintentionally.
Direct discrimination occurs where someone is treated less favourably because of one or more of the Protected Characteristics set out above.

Indirect discrimination occurs where someone is disadvantaged by an unjustified provision, criterion or practice that also puts other people with the same Protected Characteristic at a particular disadvantage.

Harassment related to any of the Protected Characteristics is prohibited. Harassment is unwanted conduct that has the purpose or effect of violating someone's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment; for them.

Forms of discrimination


See Standard document, Anti-harassment and bullying policy (www.practicallaw.com/1-200-3690).
Victimisation is also prohibited. This is less favourable treatment of someone who has complained or given information about discrimination or harassment, or supported someone else's complaint.

Disability discrimination

If you are disabled, or become disabled in the course of your employment with us, you are encouraged to tell us about your condition. This is to enable us to support you as much as possible. 

You may also wish to advise your line manager of any reasonable adjustments to your working conditions, or the duties of your job, which you consider to be necessary, or which would assist you in the performance of your duties. Your line manager may wish to consult with you and with your medical adviser(s) about possible reasonable adjustments. 

Careful consideration will be given to any such proposals and they will be accommodated where possible and proportionate to the needs of your job. Nevertheless, there may be circumstances where it will not be reasonable for us to accommodate the suggested adjustments and we will ensure that we provide you with information as to the basis of our decision not to make any adjustments.

Breaches of the policy

If you believe that you may have been disadvantaged or harassed because of a Protected Characteristic, you are encouraged to raise the matter through the grievance procedure.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Employees who make such allegations in good faith will not be victimised, or treated less favourably, as a result.

False allegations of a breach in this policy which are found to have been made in bad faith will, however, be dealt with under our disciplinary procedure.

If, after investigation and a subsequent disciplinary hearing, it is believed that you have harassed any other employee, visitor, client, customer or supplier because of a Protected Characteristic, or otherwise act in breach of this policy, you will be subject to disciplinary action. In serious cases, such behaviour may constitute gross misconduct and, as such, may result in dismissal.  We will always take a strict approach to serious breaches of this policy.
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