Manforce Recruitment Policy
Recruitment Policy
Commitment to Equal Opportunities
Manforce is committed to the principle of equal opportunities in employment. Manforce is opposed to any form of less favourable treatment or financial reward through direct or indirect discrimination, harassment, victimisation to employees or job applicants on the grounds of race, religious beliefs, political opinions, creed, colour, ethnic origin, nationality, marital/parental status, sex, sexual orientation or disability and to any form of less favourable treatment on the grounds of handicap or age.
Legal Obligations and Compliance
Manforce recognises our obligations under the Sex Discrimination Act, The Equal Pay Act, Article 119 of the Treaty of Rome, The Race Relations Act, The Employment Equality (Sexual Orientation) Regulations 2003 and The Employment Equality (Religion or Beliefs) Regulations 2003, the Employment Equality (Age) Regulations 2006, and the Codes of Practice published by the Equal Opportunities Commission, the Commission for Racial Equality and the European Commission:
- For the elimination of discrimination on the grounds of sex, sexual orientation or marital status and for the promotion of equal opportunity in employment.
- For the elimination of racial discrimination and the promotion of equal opportunity in employment.
- For the elimination of discrimination in pay between men and women who do the same work, or work of a similar nature or work of equal value.
- For the elimination of discrimination on the grounds of religion or beliefs.
- For the elimination of discrimination on the grounds of age.
Employment Practices
Advertising and Publicity
Monitoring and Review Arrangements
Grievance and Disciplinary Procedures
Training
Rehabilitation of Offenders
Harassment at work
Harassment is unsolicited and unwelcome workplace behaviour that adversely affects the dignity of the recipient. Where such behaviour is motivated by gender, sexual orientation, marital status, race, colour, national or ethnic
origin, nationality, age or disability it also amounts to infringement of equal employment opportunity.
Manforce is committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned. Such behaviour can range from extreme forms such as violence or bullying to less obvious actions like practical jokes and ridiculing colleagues or subordinates.
Conduct becomes harassment if it persists after the recipient has made clear that it is regarded as offensive, although a single offensive act can amount to harassment if it is so serious as to be obviously offensive towards the recipient. Any form of harassment is a potential disciplinary matter.
Sexual harassment at work
- The following examples illustrate the sort of conduct that may be treated as sexual harassment:
- Unwanted physical contact or conduct which is intimidating, or physically or verbally abusive. Harassment can also be non-verbal, for example, staring or gestures.
- Suggestions that sexual favours may further a person’s career, or that refusal may hinder it.
- Sexual advances, propositions, suggestions or pressure for sexual activity at or outside work.
- Derogatory or demeaning remarks based on gender, or the display of sexually explicit material in the workplace.
- Sexual harassment is a denial of equal employment opportunity and has the effect of insulting and demeaning the employee who is harassed.
Racial Discrimination
- Jokes about race.
- Offensive names used.
- References to people by offensive racist descriptions.
- Verbal or physical abuse because of a person’s race or colour.
- Detrimental behaviour because of a person’s race.
- Denial of opportunity because of race.
Age Discrimination
Discrimination or harassment on grounds of age by employers is prohibited in the areas of recruitment, promotion and training. There can be direct and indirect age discrimination. It is unlawful for an employer to discriminate against a person in the arrangements made for the purpose of determining to whom employment should be offered; in the terms on which that person is offered employment; and by refusing to offer, or deliberately not offering, employment. Similarly, it is unlawful for an employer to discriminate against that person in the terms of employment; in the opportunities for promotion, a transfer, training, or receiving any other benefit; by refusing or deliberately not affording that person any such opportunity; or by dismissing or subjecting that person to any other detriment.
There are certain circumstances when some of the Regulations may not apply in relation to genuine occupational requirements of employment.
