Ladders4Action is an equal opportunity employer and is committed to a policy of treating all its
employees and volunteers and job applicants equally. It is the policy of Ladders4action to take all
reasonable steps to employ and promote employees and volunteers on the basis of their abilities and
qualifications without regard to race, religion, colour, sex, age, national origin, disability, or sexual
orientation. Ladders4Action will appoint, train, develop and promote on the basis of merit and ability
Employees and volunteers have a duty to co-operate with Ladders4action to ensure that this policy is
effective to ensure equal opportunities and to prevent discrimination. Disciplinary action will be taken
against any employee who is found to have committed an act of improper discrimination. Serious
breaches of the equal opportunities policy will be treated as gross misconduct. Employees and
volunteers must not harass or intimidate other employees and volunteers on the grounds of race or
sex, disability or sexual orientation. Such behaviour will be treated as gross misconduct in accordance
with the disciplinary procedure. Employees and volunteers should draw the attention of their
immediate superior to suspected discriminatory acts or practices.
Employees and volunteers must not victimise or retaliate against an employee who has made
allegations or complaints of sex or racial discrimination, or discrimination on the grounds of disability
or sexual orientation, or provided information about such discrimination. Such behaviour will be
treated as gross misconduct in accordance with the disciplinary procedure. Employees and volunteers
should support colleagues who suffer such treatment and are making a complaint.
Sources of Recruitment
The recruitment process must result in the selection of the most suitable person for the job in respect
of experience and qualifications.
Recruitment publicity must positively encourage applications from all suitably qualified and
experienced people. When advertising job vacancies, in order to attract applications from all sections
of the community, Ladders4action will, as far as reasonably practicable:-
- ensure advertisements are not confined to those areas or publications which would exclude or disproportionately reduce the numbers of applicants of a particular gender or racial group
- avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular gender or racial group
- avoid prescribing any requirements as to marital status
- where vacancies may be filled by promotion or transfer, they will be published to all eligible employees and volunteers in such a way that they do not restrict applications from employees and volunteers of any particular race or gender
The selection process will be carried out consistently for all jobs at all levels. Ladders4action will
ensure that this Equal Opportunities Policy is available to all staff and in particular is given to all staff
with responsibility for recruitment, selection and promotion. The selection of new staff will be based
on the job requirements and the individual’s suitability and ability to do, or to train for the job in
Selection tests which are used will be limited to questions relating to the particular job and / or career
requirements. The tests will measure the individual’s actual or inherent ability to do or to train for
the work or career. Thus, questions or exercises on matters which may be unfamiliar to racial minority
applicants or applicants of a particular sex will not be included in the tests if they are unrelated to the
requirements of the particular job. The tests which are used will be reviewed from time to time in
order to ensure that they remain relevant and free from any unjustifiable bias, either in content or in
Applications and Interviewing
All applications will be processed in the same way. The staff responsible for short listing, interviewing
and selecting candidates will be clearly informed of the selection criteria, and of the need for their
consistent application. Wherever possible, all applicants will be interviewed by at least two people.
All questions that are put to the applicants will relate to the requirements of the job.
If it is necessary to assess whether personal circumstances will affect the performance of the job (for
example, if the job involves unsociable hours or extensive travel) this will be discussed objectively,
without detailed questions based on assumptions about race, sex, religion, national origin, sexual
orientation, disability, marital status, children and domestic obligations.
Promotion, Transfer and Training
Ladders4action will take such measures as may be necessary to ensure the proper training,
supervision and instruction for all Department Heads in order to familiarise them with
Ladders4action’s policy on equal opportunities, and in order to help them identify discriminatory acts
or practices and to ensure that they promote equal opportunity within the departments for which
they are responsible.
All persons responsible for selecting new employees and volunteers, employees and volunteers for
training, whether induction or promotion training, or for transfer to other jobs, will be instructed not
to discriminate on gender or racial grounds and on the grounds of the employee’s disability or sexual
orientation. Where a promotional system is in operation, the assessment criteria will be examined to
ensure that they are not discriminatory. The promotional system will be checked from time to time
in order to assess how it is working in practice.
When a group of workers predominantly of one race or sex is excluded from access to promotion,
transfer and training and to other benefits, the promotional system will be reviewed to ensure that
there is no unlawful, indirect discrimination. Where general ability and personal quality are the main
requirements for promotion to a post, care will be taken to consider favourable candidates of all races
and both sexes with different career patterns and general experience.
Terms of Employment, Benefits, Facilities and Services
All terms of employment, benefits, facilities and service will be reviewed from time to time, in order
to ensure that there is no unlawful discrimination on the grounds of race, gender or marriage or any
discrimination based on disability or sexual orientation.
Grievance, Disputes and Disciplinary Procedures
All allegations of sex or racial discrimination or discrimination on the grounds of disability or sexual
orientation will be dealt with seriously, confidentially and speedily. Ladders4action will not ignore or
treat lightly grievances or complaints from members of a particular sex or racial group on the
assumption that they are over sensitive about discrimination.
Monitoring Equal Opportunity
Ladders4action will regularly monitor the effects of selection decisions and personnel practices and
procedures in order to assess whether equal opportunity is being achieved. Ladders4action will, from
time to time, look at:-
- the sex and ethnic composition of the work force of each department and changes in distribution over periods of time
- the selection decisions for recruitment, promotion, transfer and training, according to the sex or racial group of candidates, and the reasons for those decisions.
- Ladders4action will, from time to time, review the selection criteria and personnel procedures to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful indirect discrimination.