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Equal Opportunities Policy

abrs  is an Equal Opportunities employer and acknowledges its obligations under equal opportunities legislation and endorses the codes of practice relating to such laws.  The aim of our policy is that no applicant or employee should be treated less favourably on the grounds of his or her gender, marital status, race, ethnic origin, disability, sexual preference, age, social class or religious belief.  In addition, no employee or applicant should be disadvantaged by the imposition or any condition or requirement which cannot be shown to be relevant to the performance of a job sought or occupied.

This policy applies to all decisions and arrangements including, but not limited to, recruitment, pay and conditions, training and career development, selection and promotion or termination of employment. Decisions and arrangements will in all cases be based on objective criteria and personal merit.

The policy itself has been implemented and will be reviewed on a continuous basis by the Directors.  However, it is of course the responsibility of all employees to avail themselves of the opportunities created by the Company and therefore to enable the policy to achieve its full effect. As part of the Company’s overall policy, all employees are expected to deal with all persons with the same attention, courtesy and consideration regardless of his or her gender, marital status, race, ethnic origin, disability, sexual preference, age, social class or religious belief.

Any breach of this aspect of the policy by any employee may result in disciplinary action.  Any breaches of current legislation by employees in relation to race relations, sex discrimination or harassment will be regarded as gross misconduct and may result in dismissal.

Any employee, who believes that he or she has been the subject of discrimination or harassment of any sort, or of having allegations of the same made against them, is encouraged to raise the matter as soon as possible in the first instance, to the person to whom they report.  The matter will be treated with the utmost confidentiality and will not be taken any further without the employee's consent.

Our approach ensures compliance with the Race Relations Act 1976 and Race Relations Amendment Act 2000, Disability and Discrimination Act 1995, the Sex Discrimination Act 1975, The Employment Equality Regulation 2003, Age Discrimination Act 2006 and the Employment (Age) Regulations 2006.  abrs will ensure that we adjust our policies and procedures accordingly to meet best practice.

We observe the codes of practice from statutory commission for equality providing guidance to our staff on the elimination and discrimination and the promotion of equality and opportunity in employment.

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