HORSHAM DISTRICT COUNCIL JOBS
EQUAL OPPORTUNITIES
Introduction
Horsham District Council has adopted the following policy to ensure that equal opportunities are extended to all job applicants and existing employees. Following the formal policy is a brief outline of the various measures which are taken to ensure that the aims of the policy are met.
The Equal Opportunities Policy
Horsham District Council is an equal opportunity employer. It aims to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, disability, race, colour, nationality or ethnic origin, or is disadvantaged by conditions, requirements or practices which cannot be shown to be justifiable.
All employees will be given equal opportunity and, where appropriate, training, to progress within the organisation.
The Council is committed to a programme of action to make this policy fully effective, and is willing to examine any aspects of policy or service where reasonable evidence is presented that discrimination might exist and take appropriate action.
Responsibility for Policy
Directors and Line Managers will be responsible for ensuring that this policy is implemented within their own Departments, and will deal with any matter arising or arrange for it to be referred to the Chief Executive or the appropriate committee. The Personnel Services Officer will be responsible for specialist advice, training, setting guidelines for policy implementation and operation, and for reporting on the policy at appropriate intervals.
Communication
The Equal Opportunities Policy will be communicated and explained to both new job applicants and current employees.
Procedures
Current procedures, notably in the areas of recruitment, selection, promotion, transfer and training will be regularly reviewed in the light of the Equal Opportunities Policy.
Monitoring the Policy
In order to ensure that the Council's policy objectives are being met it is necessary to develop documentation designed to collect and analyse appropriate information. The Council is anxious to emphasise that the gathering of information on ethnic origin, sex and disability is treated in confidence and is used solely for monitoring purposes.
The Personnel Services Officer will report annually to the Personnel Committee on the effectiveness of the Equal Opportunities Policy.