Equal Opportunities

Culvertons’ Equal Opportunity Policy

Culvertons believes Equal Opportunity can deliver advantages to our business and workplace.

Treating people fairly has a positive impact on staff and customers and enhances our reputation as an employer of choice.

Equal Opportunity principles are in line with our aim to get the best from our people and give them the greatest opportunity to do their work well.

All staff – full or part time / contract / casual / agents / voluntary / people working on our premises, and our clients / customers are covered by Equal Opportunity law and by this policy.

1. Equal Opportunity

Equal Opportunity means fairly treating staff and customers.

Fair treatment is:

2. Direct and Indirect Discrimination

Unlawful discrimination is unfairly treating people because of their particular personal characteristics or because they belong to a certain group.

Discrimination can be direct or indirect. Indirect discrimination is treatment which appears to be equal but is unfair on certain people. To be unlawful it must also be unreasonable.

It is unlawful to unfairly treat people because of their:

sexassociation with child
chosen gendercaring responsibilities
raceidentity of spouse
disabilityreligious appearance or dress
sexualitypolitical opinion
marital or domestic partnership statusreligion
social originirrelevant criminal record
trade union activity 

It is unlawful to unfairly treat people in employment, education, providing goods and services, accommodation, clubs and associations, granting qualifications, advertising or selling land.

Sometimes discriminating behaviours are referred to as bullying. Bullying is behaviour which makes people feel offended, afraid or humiliated and in the circumstances it is reasonable to feel that way.

Bullying behaviour relating to age, sex, chosen gender, race, disability, sexuality, marital or domestic partnership status, pregnancy, association with child, caring responsibilities, identity of spouse, religious appearance or dress, political opinion, religion, social origin, irrelevant criminal record or trade union activity is unlawful.

Legitimate comment on performance or work related behaviour is not unfair treatment.  Managers can give full and frank feedback in a constructive and sensitive way.

3. Sexual Harassment

Sexual harassment is sexual behaviour which makes people feel offended, afraid or humiliated and in the circumstances, it is reasonable to feel that way.

Both men and women can sexually harass or be harassed.

Sexual harassment is determined from the point of view of the person feeling harassed.

It is how the behaviour is received not how it is intended that counts.

Sexual harassment can be:

Mutual attraction or friendship with consent is not sexual harassment.

4. Victimisation

Victimisation is unfairly treating people for complaining or helping others to complain, either within our organisation or to the Equal Opportunity Commission.

Unlawful victimisation is unfair treatment for complaints about discrimination or sexual harassment.

5. Statement of Commitment

Culvertons commits to fair treatment in our policies, procedures or practices in:

Discrimination, sexual harassment and victimisation will not be tolerated.

6. Rights and Responsibilities

Equal Opportunity law gives rights and responsibilities to employees, current and potential, and to employers.

Staff have:

Customers or clients have:

Employers have:


7. Our Practice

Culvertons has an Equal Opportunity Policy which applies to all.

Jonathan Roberts (director) has the responsibility for implementing this policy.

Managers and supervisors have the responsibility to communicate the policy to employees and ensure it is followed.

Employees have the responsibility to be familiar with this policy and follow it.

Copies of this policy can be obtained from management.

8. Complaints

As the owner I have the ultimate responsibility for implementing this policy.

Any complaints about policy breaches will be dealt with quickly, seriously and confidentially.

In the first instance contact Jonathan Roberts. He is able to:

In most cases, any further action will be guided by the person making the complaint.

If there is a risk to any employees’ health or safety at work, action will be taken by management.

For further confidential help contact me on 01306 630018

Anyone making a complaint or helping someone else to complain about unlawful discrimination or harassment is protected from being victimised for complaining.

Anyone found to have breached this policy or the law, or to have made a false or malicious complaint, will be disciplined. Discipline may include demotion, suspension or dismissal.

I support and endorse this Equal Opportunity Policy.

Jonathan Roberts (owner)