Under the Equality Act 2010, employers may utilise positive action in recruitment and promotion from 6 April 2011. ‘Positive action’ means the steps that an employer can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for jobs. Employers are permitted, not required, to take positive action.
1.1 JC Ready 4 Work Limited is committed to promoting equality and diversity and promoting a culture that actively values difference and recognises that people from different backgrounds and experiences can bring valuable insights to the workplace and enhance the way we work. JC Ready 4 Work Limited aims to be an inclusive organisation, where diversity is valued, respected and built upon, with ability to recruit and retain a diverse workforce that reflects the communities it serves. Within this framework, JC Ready 4 Work Limited specifically refers to measures it has in place to provide equality of opportunity and the facilities that it can provide to its diverse workforce and job applicants.
1.2 JC Ready 4 Work Limited is also committed to compliance with relevant equality legislation, the Equality Act 2010, Codes of Practice and relevant best practice guidance. This policy pursues and builds on the statutory position to ensure effective policies and practice of promoting equality.
1.3 JC Ready 4 Work Limited aims to pro-actively tackle discrimination or disadvantage and aims to ensure that no individual or group is directly or indirectly discriminated against for any reason with regard to employment or accessing its services.
1.4 However, JC Ready 4 Work Limited is also mindful of the provision in discrimination law for the rare circumstances when an organisation may need to justify discrimination rather than have a disproportionate effect. This could be, for instance, where there is a conflict with other legislation that the Company has to comply with or between service needs. In such circumstances, JC Ready 4 Work Limited is committed to following the required proper assessment and objective justification of any decision in order to demonstrate that the provision, criterion or practice is a proportionate means of achieving a legitimate aim.
1.5 Issues regarding harassment and bullying are covered in the Harassment, Bullying and Discrimination Policy, in addition the Whistleblowing policy
For issues regarding recruitment refer also to the Recruitment policy.
For Issues regarding Lone Workers refer also to the Lone Working Policy
For issues regarding Mindful Employer and Positive about Disability refer to the organisational Action Plan policy