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Equal Opportunities Code of Practice
1.1 Amazon PR welcomes diversity amongst its staff and seeks to ensure that all candidates for employment are treated fairly, and that selection is based solely on the individual merits of candidates and on selection criteria relevant to the post. In pursuance of this aim and of its statutory duties, Amazon PR, as an employer committed to the principle of equality of opportunity, will adhere to the following procedure in the conduct of the recruitment and selection process for all posts.
1.2 GOVERNANCE
1.2.1 In the composition of its Board, Amazon PR will be mindful of its commitment to equality of opportunity.
1.2.2 The Board, as the employer, has overall and final responsibility for Equal Opportunities matters at Amazon PR, and for ensuring that Equal Opportunities legislation is complied with.
1.2.3 The Board will review the operation of its Equal Opportunities policy annually.
1.3 SERVICE PROVISION
1.3.1 In the provision of services, Amazon PR will be mindful of its obligation under this policy and will actively seek to ensure the needs of disadvantaged minority groups are identified and addressed to redress imbalances.
1.3.2 SELECTION CRITERIA
1.3.2.1 Selection criteria for all posts will be clearly defined and reflected in the further particulars sent to candidates, which will also include details of Amazon PR’s commitment to equality of opportunity. Job qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular marital status or sexual orientation, persons of a particular racial group, age, or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job to be done. (For the purposes of this code, 'racial group' means a group of persons defined by reference to colour, race, nationality, or ethnic or national origins.)
1.3.3 ADVERTISING
1.3.3.1 Job advertisements will be widely publicised so as to encourage applications from a broad range of suitable candidates from all backgrounds. All job advertisements placed on behalf of Amazon PR will state Amazon PR’s commitment to equality of opportunity by including a footnote or final note indicating this. In addition, where further particulars are prepared they should quote in full Amazon PR’s Equal Opportunities Policy Statement and make reference to Amazon PR’s maternity leave provisions. Further particulars should also be made available in large print, tape, or other formats when they are requested by disabled applicants.
1.3.4 SELECTION METHODS
1.3.4.1 All those handling applications and conducting interviews must be aware of the principles of the Sex Discrimination Act, the Race Relations Act, the Disability Discrimination Act, the Human Rights Acts, the Employment Equality Regulations, and other relevant legislation. Amazon PR will ensure that training and advice are available in furtherance of this requirement. All candidates will be compared objectively with the selection criteria, and all applications will be processed in the same way. Information sought from candidates and passed to those responsible for appointments will relate only to the qualifications for or requirements of the job. It is recognised that Amazon PR has a statutory obligation to make such adjustments to the workplace and to working arrangements as are reasonable to accommodate suitably qualified disabled applicants.
1.3.5 INTERVIEWS
1.3.5.1 Wherever suitably qualified persons are available, there will be at least one member of each sex on the bodies responsible for short listing, interviewing, and making or recommending an appointment. Interview questions will relate to the selection criteria. No questions will be based on assumptions about roles in the home and the family, or the assumed suitability of different ethnic groups for the post in question. In particular, questions about private personal relationships, marital status, children, domestic obligations, marriage plans, or family intentions will not be asked at interview. Questions about a candidate's ability to 'fit in' with colleagues may also be construed as unlawful discrimination. Where it is necessary to obtain information on personal circumstances (for example, in relation to a selection criterion such as flexibility to work irregular hours) or on whether a candidate will be able to work well with colleagues, questions about this will be asked equally of all candidates and, like other questions, will relate only to the job requirements. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.
1.3.6 RECORD-KEEPING
1.3.6.1 Details of candidates and of selection decisions (including the rationale for selection or rejection) will be kept for at least six months after an appointment has been made, in case they are required as evidence by an employment tribunal or for other proceedings. Amazon PR will keep records of the sex, ethnicity, and any disability of its staff and of all candidates and of those short listed and appointed. The gender composition of selection panels will also be monitored. Records may be used to determine whether members of one sex or persons of a certain racial group or those with a disability do not apply for employment, or apply in smaller numbers than might be expected, or are short listed or appointed in a lower proportion than their application rate, or are concentrated in certain jobs, faculties, or sub-faculties. Where such under-representation is identified, positive action initiatives will be developed in accordance with the provisions of the Sex Discrimination Act 1975, the Race Relations Act 1976, and any other relevant national legislation. Amazon PR will investigate the practicalities of monitoring progression within employment, including access to training and development, promotion and grading.
1.4 REVIEW OF RECRUITMENT PRACTICE
1.4.1 Recruitment procedures and practices will be kept under review so as to ensure that this code is being adhered to. The Managing Director has responsibility for advising on the operation of this code and for the distribution to those involved in the recruitment and selection processes of information about the Sex Discrimination Act, the Race Relations Act, the Disability Discrimination Act, the Human Rights Act, the Employment Equality Regulations and other relevant legislation.
Send your CV to: work@amazonpr.co.uk
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