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Disability Discrimination Act Policy

Policy

BCRM fully supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination on the grounds of disability. No applicant or employee employed by BCRM shall receive less favourable treatment because of disability.

It is in the interest of BCRM and those who work for it to ensure that all available human resource talents and skills are considered when employment opportunities arise.

BCRM is committed to maintaining and managing a diverse work force.

Purpose

  • to ensure that BCRM complies with the Disability Discrimination Act and to ensure that disabled people falling within the definition of the Act are treated equally and fairly;
  • to ensure that BCRM recruits and retains the best people.

Scope

The Disability Discrimination Policy covers all employees and job applicants. This also covers employees who become disabled during their employment. Where relevant it also covers staff employed by outside agencies working for BCRM or on BCRM premises.

All employees and applicants shall also be made aware of this Disability Discrimination Policy.

Policy Guidelines

Recruitment, training and promotion are carried out in line with BCRM HR procedures. Clear job descriptions are used to enhance objective assessments and to ensure that decisions are made solely on objective and job related criteria.

BCRM will endeavour to give training and guidance to all relevant employees, to ensure that the risk of possible discriminatory attitudes affecting decisions are minimised and that there is an understanding of the relevant provisions of the Disability Discrimination Act.

BCRM operates a Grievance Procedure to enable grievances, including those relating to unfair discrimination on grounds of disability, to be formally heard.

All reasonable and necessary changes will be investigated and any justified changes will be made to the workplace and to employment arrangements so that disabled people are not at any substantial disadvantage compared to non-disabled people. This covers all areas of employment, including recruitment, promotion and training.

In recruitment and selection, BCRM shall modify selection techniques, where appropriate, and make any other reasonable changes to ensure that disabled people can be considered equally with non-disabled candidates.

BCRM shall ensure that disabled people will receive equal treatment in training and development, and, where appropriate, shall supply additional training.

A flexible approach shall be adopted and, where possible and justified, consideration to reallocation of duties, time off for rehabilitation, assessment or treatment or other appropriate measures to ensure equal opportunity.

Every endeavour shall be made to ensure that third parties employed by BCRM are not discriminated against because of their disability and shall ensure that any third parties employed by BCRM are aware of this policy.

BCRM actively encourages promotion of this policy in its internal and external recruitment by ensuring that advertisements and job descriptions do not discriminate. BCRM welcomes applications from disabled people.

BCRM shall ensure that all new employees are aware of this policy as part of their induction and shall regularly review and monitor this policy to ensure its implementation and effectiveness.

This policy is issued, reviewed at least annually and maintained by the Human Resources Manager, who also provides advice and guidance on its implementation and ensures compliance

All BCRM employees shall comply with this policy.

DLW Signature

David Lilburn Watson

Managing Director

Dated: 1 January 2017