Equality & Diversity Policy

OptaNet fully supports the principles of Equality and Diversity in employment wholeheartedly and opposes all forms of unlawful or unfair discrimination on the grounds of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage/civil partnerships.

Policy Statement

We believe that it is in OptaNet’s best interests and those of all who work in it, to ensure that the human resources, talents and skills available throughout the community are considered when employment opportunities arise.

We will continue to take every step to ensure that every employee, supplier, partner and client are treated equally and fairly and that internal decisions on recruitment, selection, training, promotion and career management are based solely on individual merits and abilities.

We work within the requirements of all current legislation and we implement the provisions of regulatory codes of practice in employment.

Equal Opportunities Policy

OptaNet aims to provide a workplace in which all staff are treated in a fair and consistent manner. We will ensure, to the best of our ability, that staff and all others who have contact with the firm are not discriminated against, either directly or indirectly.

We are committed to providing equality of opportunity in all areas of dealing with staff, whether in recruitment and selection, promotion or training and development.

We will not tolerate any form of bullying or harassment. Any employee having a complaint of discrimination or harassment is encouraged to raise the matter immediatly. They will be viewed very extremely seriously and dealt with in line with the Equality Act 2010. The complaint will be fully examined and all possible action taken to eradicate the problem.

Implementing our Policy

In order to put our existing policy of Equality and Diversity on a more structured basis and to develop its application in the day-to-day operation of the business, we continually:

• Monitor the application and effects of this policy;
• Review and if necessary improve existing procedures for recruitment, selection, promotion and training;
• Review our Equality and Diversity Statement on a regular basis;
• Research and review current legislation, regulatory guidance and codes of practice;
• Advise on and coordinate the production, distribution and follow up of good practice guidance to all staff;
• Review current practices and address any areas of weakness in our procedures in relation to current legislative, regulatory and associated good practice frameworks;
• Research and recommend positive action initiatives, so that we can work towards building a diverse workforce; and
• Ensure new procedures support the organisational aims and objectives of developing a culture of equality.

All employees are reminded that they have a responsibility to play their part in achieving the objectives set out in the policy statement and any discrimination or breaches will be dealt with through the Disciplinary Procedure.