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Equal Opportunities Act Policy

BCRM is fully committed to the principle of equal opportunities in recruitment and employment and opposes all forms of unlawful or unfair discrimination including those on the grounds of:

  • age;
  • disability;
  • ethnic or national origin;
  • HIV status;
  • marital status;
  • nationality (including citizenship);
  • race;
  • religion;
  • sex;
  • sexual orientation.

 

This policy means that BCRM:

  • treats all employees with dignity and respect and provide a working environment free from all discrimination. It will conduct its affairs at all times in a manner that is consistent with this aim;
  • believes that it is in its best interests, and of those that work for it, to ensure that the human resources, talents and skills available throughout the country are considered when employment opportunities arise;
  • to this end, within the framework of the law, BCRM is committed to achieving and maintaining, whenever practicable, a workforce which broadly reflects the entire country;
  • every possible step shall be taken to ensure that employees and job applicants are treated equally and fairly and that decisions on recruitment, selection, training, promotion, pay and career management are based solely on objective and job related criteria;
  • criteria for dismissal, including redundancy, shall be consistent with this policy;
  • shall comply both with the spirit as well as the letter of legislation. The existence of law cannot of itself ensure that any policy of non-discrimination will work effectively – it is up to BCRM management and employees, as well as third parties employed by BCRM to promote equality of opportunity for everyone. BCRM management and employees, as well as third parties employed by BCRM, are responsible for ensuring that their own conduct, in the exercise of BCRM affairs, is consistent with this equal opportunities policy. In particular they shall not:
    • discriminate against colleagues, other employees or job applicants, or harass them;
    • induce, or attempt to induce, other employees to practice unlawful discrimination;
    • victimise individuals who have made allegations or complaints of discrimination, or provided information about such discrimination;
  • management shall set an example in non-discriminatory behaviour and to ensure, as far as reasonably practicable, that employees act in accordance with this policy.
  • shall treat seriously any breaches of this policy and all instances of actual, or alleged inappropriate behaviour, shall be fully investigated;
  • grievances concerning discrimination shall be fully investigated;
  • shall identify any scope for the provision of training and encouragement to assist in overcoming barriers to progression and appointment;
  • in order to achieve effective implementation of the policy, BCRM shall ensure that this policy is bought to the attention of all BCRM employees as well as any third parties employed by BCRM.

Legislative References

  • Disabled Persons (Employment) Acts 1944 and 1958;
  • Equal Pay Act 1970 and Equal Pay (Amendment) Regulations 1983;
  • Race Relations Acts 1976;
  • Sex Discrimination Acts 1975 and 1986.

This policy is issued, reviewed at least annually and maintained by the Human Resources Manager, who also provide 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