At Roberts Limbrick Ltd we embrace the value of diversity and encourage inclusivity in both our architectural services and working environment. We are therefore committed to the principle of equal opportunities in employment. We are opposed to any form of less favourable treatment or reward through direct or indirect discrimination, harassment or victimisation of employees or job applicants on the grounds of race, religious belief, political opinion, creed, colour, ethnic origin, nationality, age, marital / parental status, gender, sexual orientation or disability.
The Company will follow the recommendations of the Statutory Codes of Practice of the Equality and Human Rights Commission, in all their employment policies, procedures and practices. The Company is also committed to providing professional and quality services to its clients and to avoiding discrimination in any form in the way it deals with clients, other consultants, subcontractors, suppliers or members of the public.
Opportunities for employment, promotion, and training will be advertised internally and externally. and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability, age, religion or belief. Recruitment advertisements avoid any discrimination, and information is gathered from job applicants to allow the Practice to monitor the application of its equal opportunity policy when making its recruitment decisions. Employees will be recruited and selected, promoted and trained on the basis of objective criteria related to their skills, abilities and potential.
We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services. Any employee who feels that he or she has been treated unfairly or subjected to direct or indirect unfair discrimination can raise the matter through the Grievance Procedure when every effort will be made to secure a satisfactory resolution. Any employee making a complaint of unfair discrimination will be protected from any victimisation in any form.
Harassment at work is unsolicited and unwelcome behaviour that adversely affects the dignity of the recipient. Where such behaviour is motivated by gender, sexual orientation, marital status, race, colour, national or ethnic origin, nationality, age or disability it also amounts to infringement of equal opportunity legislation.
We are committed to ensuring that no harassment or victimisation at work, whatever the motivation, is overlooked or condoned. Such behaviour can range from extreme forms such as violence or bullying to less obvious actions like practical jokes and ridicule. Any form of harassment is a potential disciplinary matter. Conduct becomes harassment if it persists after the recipient has made clear that it is regarded as offensive, although a single offensive act can amount to harassment if it is so serious as to be obviously offensive towards the recipient.
The following examples illustrate the sort of conduct that may be treated as sexual harassment:-
- Unwanted physical contact, or conduct which is intimidating, or physically / verbally abusive. Harassment can also be non-verbal, for example, staring or gestures.
- Sexual advances, propositions, suggestions or pressure for sexual activity at or outside work.
- Derogatory or demeaning remarks based on gender, or the display of sexually explicit material in the workplace.
The following examples illustrate the sort of conduct that may be treated as racial harassment:-
- Jokes about race.
- References to people by offensive names or racist descriptions.
- Verbal or physical abuse because of a person’s race or colour.
- Detrimental behaviour because of a person’s race.
This policy applies to verbal and physical actions as well as any other form of communication including electronic communication such as text messages, emails, and faxes as well as written communications.
Every Director, Associate and individual employee has a personal responsibility for the implementation of this policy. Overall responsibility for its application within the Company lies with the Joint Managing Director.
This policy and its implementation will be reviewed on an annual basis. Amendments will be approved by the directors and communicated to all employees via the Company’s intranet.