Race Relations, Equality and Anti-Discrimination Policy Statement

Executive Summary:

This policy formalizes our commitment to quality, effectiveness and efficiency underpinned by equality for users of our services and the employees who deliver them. The aim of Casantey Business Solutions Group Limited (Casantey) is to achieve continuous improvement for all our services and relationships, and this document explains how we intend to evaluate and measure our performance in terms of equality as well as setting out our commitments to equality in service delivery, accessibility and development. This also applies when we are developing plans, policies and strategies and in our work with suppliers, contractors and partners. This document represents our Equalities and Anti-Discrimination Policy in full as well as restating our long-standing commitment to high quality services provided on the basis of fairness and equality.

What is discrimination?

To discriminate is to treat a person more or less favorably on the basis of colour, nationality or ethnic origin, religion, culture, gender, marital, parental or property status, disability, age, sexuality, or other such category that is irrelevant to the individual’s right to receive fair and equal treatment. It is generally recognised that discrimination can occur in many ways. Discrimination on the basis of race, nationality, age, colour, ethnic origin, gender marital status and disability is unlawful. Discrimination can also be direct or indirect. Direct discrimination is deliberate. Indirect discrimination is where an act or failure to act, whether with intent or inadvertently, has a disproportionate impact on a particular group. The terms used here and elsewhere in this policy are further detailed in the Glossary of Terms included at Appendix 1. (No changes)

Our Policy:

It is the policy of Casantey Business Solutions Group Limited (Casantey) not to discriminate against any person on the grounds of their nationality or ethnic origin, religion, culture, gender, marital, parental or property status, disability, age, sexuality, or other such category that is irrelevant to the individual’s right to receive fair and equal treatment. It is generally recognised that discrimination can occur in many ways. This applies not only to employees, but to job applicants, customers and suppliers and members of the public.

Casantey requires all its employees to treat all people with appropriate courtesy and respect, regardless of their colour, race, nationality or ethnic origins.

The Managing Director has overall responsibility for implementing the above policy in accordance with the guidance and procedure set out below.

Any person who suffers or believes that they have suffered unlawful discrimination is to report this to their immediate superior or other member of the Company’s management and ask that the matter be dealt with. If it is not resolved to their satisfaction they may take the matter up through the Company grievance procedure and ultimately with the Managing Director if the problem persists.

All personnel are hereby instructed that unlawful discrimination in contravention of the above policy will not be tolerated and will be dealt with as a disciplinary issue. This includes anyone who becomes aware discrimination is taking place but does not report it to his or her immediate superior or an appropriate member of management.

Employees are to note that a joke is only a joke if the person on the receiving end thinks it is funny. Some people, often for good reason, are more sensitive than others to remarks about their colour, nationality or racial or ethnic origin; if it is apparent that so called jokes give rise to offence, the perpetrator is to desist and, if appropriate, apologize for any offence that might have been caused.

Supervisors and those responsible for recruitment, training, promotion or redundancy selection have a duty to ensure that all concerned are made aware of this policy.

It is illegal (i.e., a criminal offence) to incite racial hatred and any employee who does so or participates in or condones any such action will be subject to disciplinary action.

This policy applies to employees not only whilst at work but also in their out of work activities, insofar as these relate to employees, customers or suppliers of the company or as regards any effect on employees’ relationships in the work place or the Company’s public relations.

Monitoring:

The Casantey race and equality management team will monitor and review the implementation and business performance within all companies in the group. The group will be chaired by the global managing director with membership comprising of representatives from other directorates and subsidiary companies; and where necessary, establishments and external experts in the race equality field. The group will make quarterly reports and recommendations related to staff issues; and the chair of the race and equality management team will make any further recommendations related to key specific issues involving suppliers, clients and customers. As part of our commitment to maintaining and improving our performance we will frequently:

Review and report on our internal and external communications activities annually within our planned Best Value Performance Plan.
Incorporate equalities into our procurement arrangements when not expressly prevented by legislation or statutory guidance.
Complete a review of access to all our premises and information points.
Complete a review of access to all our services. (No changes)

APPENDIX 1: Glossary of Terms

General Definition of Harassment

The protection from Harassment Act 1997 is the main legislation dealing with harassment. Section 1 of the Act states that:

“A person must not pursue a course of conduct

which amounts to harassment of another, and
which he/she knows or ought to know amounts to harassment of the other”. Section 7 defines “harassment” as including a “course of conduct” causing alarm or distress and states that this must involve conduct of this nature on at least two occasions. (No changes)

Definition of Racial Harassment:

The European Commission has a Code of Practice on Sexual Harassment, there is however, no equivalent for racial harassment but the Code of Practice on Sexual Harassment can be usefully extended to racial harassment.

Racial harassment is unwanted conduct of a racial nature, or other conduct based on race affecting the dignity of women and men at work. (No changes)

Definition of a Racist Incident:

Recommendation 12 of the Stephen Lawrence enquiry defines a racist incident as:

Any incident which is perceived to be racist by the victim or any other person. (No changes)

Victimization:

Victimization occurs when a person is treated less favorably than another person because he/she has referred to or has asserted their rights under the Sex Discrimination Act, the Race Relations Act, or the Equalities Policy. This would cover both those bringing cases under the legislation/policy or acting as a witness in any investigation of a complaint. (No changes)

Sex Discrimination and Equal Pay Acts:

The UK Sex Discrimination Act (SDA) came into force in 1965; it was amended and broadened in 1986. The SDA makes it unlawful to discriminate on the grounds of sex. Specifically, sex discrimination is not allowed in employment, education, advertising or when providing housing, goods, services or facilities. The SDA applies to two kinds of discrimination:

Discrimination means treating someone unfairly because of their sex.
Indirect discrimination means setting unjustifiable conditions that appear to apply to everyone, but in fact discriminate against one sex.

The Equal Pay Act (EPA) applies to pay and other contractual matters where a woman and a man are doing:

Like work
Work which has been rated as equivalent
Work which is of equal value. (No changes)