POLICY STATEMENT

 The practice is committed to both eliminating discrimination and encouraging diversity amongst our workforce and in relation to our patients and service users.

 The practice and its staff will not discriminate on grounds of disability, gender reassignment,  race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity.

 All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential to meet practice and personal needs.

 The practice will:

• Create an environment in which individual differences and the contributions of staff are recognised and valued.
• ensure that every employee has a working environment that promotes dignity and respect
• ensure that no form of intimidation, bullying or harassment is tolerated
• provide training, development and progression opportunities to all staff
• promote equality in the workplace as good management practice
• review all employment practices and procedures to ensure fairness
• regard breaches of the equality policy misconduct and could lead to disciplinary proceedings
• ensure staff undergo regular equality and diversity training
• Review the policy every 2 years.

 In respect of staff recruitment and employment the practice has an Equal Opportunities Policy which is issued to all staff on recruitment (Appendix 1)

1. POLICY STATEMENT Appendix 1

 Kearsley Medical Centre has a positive commitment to the promotion of a policy of equal opportunities for all current and prospective employees, including disabled persons.

• It is Kearsley Medical Centre’s responsibility to recruit and select the most suitable person for any vacancy it has and to provide every opportunity for all members of staff to progress. Applications for appointments and promotions shall be assessed on suitability, capability and qualifications.
• No individual shall discriminate, either directly or individually, against other employees, job applicants, patients, suppliers or others on the grounds of disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity, memberships or non- membership of a trade union.

2. POLICY APPLICATION

 This policy applies to all members of Kearsley Medical Centre.  Discrimination in any way against other employees, potential recruits, patients, suppliers or others on the grounds set out in (b) above may be considered an act of gross misconduct.  Kearsley Medical Centre may then take disciplinary action in accordance with its disciplinary procedure.

 The policy applies to all areas including:

• Job advertising
• Treatment during the recruitment and selection process
• Conditions of employment
• Affording access to any benefits, facilities or services
• Training and promotion
• Treatment during disciplinary and redundancy procedures
• Working arrangements

All individuals have a responsibility to uphold the policy during the course of their work.

This policy shall operate in accordance with statutory requirements and full account will be taken of any Codes of Practice issued by the Commission for Racial Equality, the Equal Opportunities Commission and other statutory bodies.

Policy Implementation

The commitment to ensure equality is achieved by:

• Seeking to eliminate deliberate discrimination on unlawful or unjustifiable grounds.
• Encouraging managers to take a positive approach towards equality of opportunity in employment.
• Ensuring employees respect the principle of equal opportunity and do not impede implementation of the policy. Overt prejudices and acts of discrimination in breach of the policy may be considered gross misconduct.  Action may then be taken in line with Kearsley Medical Centre’s disciplinary procedure.
• Employees are encouraged to inform their Manager if they become aware of any discriminatory practice.
• Monitoring by Kearsley Medical Centre to ensure that direct or indirect discrimination is not taking place.

3. APPEALS

Any employee who has grounds to believe that they have been the victim of direct or indirect discrimination may submit their grievance in accordance with Kearsley Medical Centre’s grievance procedure.