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EQUAL OPPORTUNITIES POLICY
This is the practice policy in respect of
discrimination on grounds of sex, race, disability or religion. Moss Grove
Dental Practice is committed to working towards equality of opportunity for
every member of the team. This policy is one important way of achieving this
Please read it carefully. If there is
anything you do not understand, please ask Kim Pickering for an explanation.
Moss Grove Dental Practice recognises that
discrimination on the grounds of sex, race, disability or religion is harmful
and in many cases may be illegal. Through this policy, through training and by
example, we wish to demonstrate that we do not tolerate discrimination by
anyone working at the practice.
- Discrimination is any form
of unfavourable treatment.
- Policy is the same as a
Code of Conduct and it is how we expect everyone in the practice (the
Principal, associates and employees) to behave. It applies to our dealings
with each other, with candidates for job vacancies, with contractors, with
suppliers and with our patients.
- The Dental Practice is
‘Moss Grove Dental Practice’.
- Sex discrimination is
any form of treatment which is unfavourable and which is related to gender
or marital status. Discrimination according to sex is illegal under the
terms of the Sex Discrimination Act 1975. The Act applies equally to both
men and women.
- Direct sex discrimination is
when one person is treated less favourably on the grounds of his or her
sex than a person of the other sex is or would be treated in similar
circumstances. This can occur when a person is refused a position or promotion
because of his or her sex or because of a factor which is sex linked, such
as the ability to bear children. For example, it is illegal to refuse to
employ a woman because she is of child bearing age and 'judged' likely to
have children. A candidate should be treated on merit, irrespective of
- Indirect sex discrimination is
a requirement or condition, which cannot be justified on job related
criteria on grounds other than sex, which is applied to men and women
equally but has the effect, in practice, of disadvantaging a considerably higher
proportion of one sex than the other. For example, requiring employees to
be of a minimum height, which cannot be justified in terms of the task
they have to perform.
- Direct marriage discrimination can occur when a married person is treated less favourably in
employment, because he/she is married, than a single person of the same
sex is or would be treated in similar circumstances.
- Indirect marriage discrimination occurs when a requirement or condition of employment, which cannot
be justified on job related criteria on grounds other than marital status,
is applied equally to married or single persons (of either sex) but has the
effect in practice of disadvantaging a considerably higher proportion of
married than single people (of the same sex).
- Race discrimination is
any form of treatment which is unfavourable and which is related to
colour, race, nationality (including citizenship), ethnic or national
origin. Discrimination according to race is illegal under the terms of the
Race Relations Act 1976. As with sex discrimination, race discrimination
can be direct or indirect. An example of direct discrimination might be
offensive remarks about black people or about a religion or faith where
the majority of believers are black. Indirect discrimination might be
where an employer requires higher language standards from employees than
are needed for the safe and effective performance of the job.
- Victimisation is when the
employer treats an employee (of either sex) less favourably than other
employees are or would be treated, because the employee has brought or
threatens to bring proceedings, or give evidence or information against an
employer with reference to the Sex Discrimination Act, Race Relations Act
or Equal Pay Act. These provisions do not apply if the original
discrimination allegation was false or was not made in good faith.
- Harassment is a form of
discrimination where a person is made to feel uncomfortable because of
sex, race, disability or religion. It may involve action, behaviour,
comments or physical contact which is found objectionable, offensive or intimidating
by the recipient. The recipient may feel threatened, humiliated or patronised
by the perpetrator. It is not always a conscious or intentional act but it
is the recipient's feelings in response which are important.
- Sexual harassment is
a form of sex discrimination. The practice defines harassment as unwanted
conduct of a sexual nature or other conduct based on sex which affects the
dignity of those who work in the practice. This can include unwelcome
physical, verbal or nonverbal conduct. Both men and women may be subject
- Racial harassment is
a form of race discrimination and might involve racist jokes and banter or
insults, taunts and jibes.
- Religious discrimination is
where a person is treated less favourably because of his or her religious
beliefs; for example, promoting a less able person to work rather than a
Jewish person using the reason that the Jewish person would not work on Saturdays.
The Fair Employment (NI) Act 1989 enables employees who feel that they
have been discriminated against on the grounds of religious belief or
political opinion to take action against an employer.
- The right to equal pay provides
equality in the terms of an employee's contract where s/he is employed to
perform work which is rated equivalent to that performed by a member of
the opposite sex or work of equal value to that of a member of the opposite
- Disability discrimination is
where a person is treated less favourably because of disability.
Occasionally a disability can limit a person's capability for some forms
of employment. Discrimination occurs when the treatment of the individual
is unfavourable taking into account the disability; for example, making it
a condition of employment that the employee can drive an unmodified car
when the job can be performed adequately without driving.
- Will not tolerate means
that we will take disciplinary action in accordance with the practice
disciplinary procedure against any employee who breaches this policy. If
the allegation involves a self-employed contractor or the Principal
Dentist of the practice, the matter will be dealt with by Sue Pickering.
WHAT YOU SHOULD DO IF YOU FEEL THAT YOU
ARE THE SUBJECT OF
DISCRIMINATION OR HARASSMENT
issue with Sue Pickering in the first instance. If the matter is not resolved informally
then you should submit a written complaint to Sue Pickering.
- Let the perpetrator know how you feel about his
or her behaviour. You could do this either by speaking to him or her or,
if you do not wish a confrontation, by putting your thoughts in writing.
- Ask him or her to stop the behaviour.
- Keep a good record of the incidents.
- Report the incidents as soon as possible to Sue
Pickering. If the incident involves Sue Pickering then you should report
the matter to Kim Pickering.
WHAT WE WILL DO ABOUT DISCRIMINATION OR
1. We will
take any allegation seriously. We will listen to your complaint
sympathetically and record it thoroughly.
2. We will adopt this policy, modify it in
the light of changes in the law and monitor our performance against it.
3. If you make a complaint or allegation of harassment, the
practice will initiate its grievance procedure in your contract of employment.
The incident will be
investigated thoroughly. You will be informed of the outcome and
you will be kept well informed at every stage. Your complaint may be treated as
confidential if you request it to be so, but if you wish us to investigate or
take action we will have to involve the alleged perpetrator in the
investigation of your complaint, who has a right to give his or her version of
the events. We will deal with your complaint as soon as possible and in any
event within 20 working days.
4. If you make an allegation of discrimination the practice will
initiate its grievance procedure in your contract of employment. Your complaint
will be investigated thoroughly and you will be informed of the outcome within
twenty working days.
5. An employee breaching this policy will be liable to
disciplinary action. Persistent or blatant discrimination or harassment could
lead to dismissal.
6. In the
event of an allegation of discrimination by a prospective employee, the
incident will be investigated thoroughly and the complainant
will be informed of the outcome. The matter will be dealt with as soon as
possible and in any event within 20 working days.
7. If you feel that your complaint has not been resolved by the
practice, you should contact the local Citizen’s Advice Bureau for advice.
Legal redress may also be sought from an employment tribunal and the complaint
should be referred to a tribunal within three months (less
one day) of the alleged discriminatory act.
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