Diversity and Equal Opportunities Policy


1. Policy Statement

1.1 Geraud (UK) Limited and its subsidiaries (the “Company”) is committed to equal opportunities and the promotion of diversity. The Company treats all members of the organisation fairly, and creates an environment and positive working relationships which enable everyone to contribute their best.

1.2 The Company does not tolerate practices or activities which discriminate against or otherwise treat people unfairly on the grounds of age, disability, gender, sexual orientation, philosophical belief or religion, race or any other social or cultural grounds.


2. About this Policy

2.1 This Policy sets out our approach to equal opportunities and the promotion of diversity and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training appraisals, promotion, conduct at work, disciplinary and grievance procedures and termination of employment.

2.2 The HR Department is responsible for this policy and any necessary training on Diversity and Equal opportunities.

2.3 This policy does not form part of any employee’s contract of employment and we may amend it at any time.


3. Principles

3.1 We will work towards best practice rather than statutory compliance.

3.2 Equal opportunity and diversity issues are integrated throughout our people management practices and procedures.


4. Equal Opportunities and Diversity In Practice

4.1 This policy has been developed with regard to the statutory framework, and best practice. Information and guidance will be sought regularly from the commission for Racial Equality, Disability Rights Commission, Equal Opportunities Commission and other relevant organisations for best practice developments.

4.2 Recruitment and Selection processes are designed to ensure that all candidates are assessed objectively against standard, job- specific criteria. The process is managed by people trained in equal opportunities and diversity best practice. Everyone involved in recruitment activity adheres to this policy and receives appropriate training and guidance in fair and objective selection methods. Our policy statement is issued to recruitment agencies who supply of permanent; contract and temporary staff. The recruitment and selection policy is reviewed on an annual basis.

4.3 Opportunities for training, development and career progression are open to everyone. All training and development needs are identified on the basis of individual skills requirements and business needs.

4.4 The organisation supports flexible working and operates a flexible working policy, which enables all employees of the Company to apply for flexible working practices. The HR Department are fully trained in the implementation of this policy and provide guidance and training to managers as appropriate.

4.5 Performance is managed on the basis of objective and measurable criteria, related directly to the success if the organisation. Management are trained in the use of constructive feedback and performance management techniques.

4.6 Individuals are supported in bringing claims of bullying, harassment or discrimination. All claims are treated sensitively and confidentially by Management and the HR Department. Such matters are resolved as quickly as possible. Where acts of harassment, bullying or discrimination are found to have taken place, they will be subject to disciplinary proceedings.

4. 7 A positive working environment is supported through people management practices and policies and good working relationships.

4.8 All employees and partners are required to adhere to this policy and principles in all aspects of their working life, including service to clients, suppliers and others outside of the company.


5. Responsibilities

5.1 The Company has a responsibility to all members of the Company to ensure that they are treated fairly and not discriminated against on any grounds such as age, disability, gender, philosophical or religious belief, race or sexual orientation.

5.2 Management will lead by example and ensure the Company provides a positive working environment for all staff.

5.3 All staff members have an individual responsibility to ensure that they adhere to the policy and the spirit of equality and diversity. Employees and clients are supported to come forward and raise, in confidence, any concerns they may hold about behaviours or practices they have experienced or witnessed which are contrary to this policy. However, anyone found making a false allegation deliberately and in bad faith will be treated as misconduct and will be dealt with under the company’s Disciplinary Procedure.

5.4 The HR Department will maintain this policy along with any other associated polices. The Department will keep up to date with the statutory framework and communicate best practice developments.


6 Communication and Awareness

6.1 This policy is accessible to all employees. In addition, the policy is also available externally to clients and suppliers on request.

6.2 At induction level new employees receive training on the company’s commitment to equality and diversity. At this stage they are also advised about their responsibilities and rights. Refresher training is also in place for those recently promoted as part of their changing responsibilities and roles.

6.3 All Company Management will be trained in people management practices such as recruitment and flexible working.

6.4 We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

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