1 Statement of Policy The aim of this Policy is to communicate the commitment of Nexus Alpha Limited and Nexus Alpha Low Power Systems Limited to the promotion of equality of opportunity within these Companies.

1 Statement of Policy The aim of this Policy is to communicate the commitment of Nexus Alpha Limited and Nexus Alpha Low Power Systems Limited to the promotion of equality of opportunity within these Companies.

It is our policy to provide employment equality to all, irrespective of:

  • gender, marital or family status
  • religious belief or political opinion
  • disability
  • race or ethnic origin or nationality
  • sexual orientation
  • age

We are opposed to all forms of unlawful and unfair discrimination. All full-time and part-time employees, workers, and job applicants (actual or potential) will be treated fairly and selection for employment, engagement promotion, training or any other benefit will be on the basis of aptitude and ability.

We recognise that the provision of equal opportunities in the workplace is not only good management practice; it also makes sound business sense. Our Equal Opportunities Policy will help all staff develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

We are committed to:

  • Preventing any form of direct or indirect discrimination or victimisation.
  • Promoting equal opportunities for men and women, regardless of age.
  • Promoting equal opportunities for people with disabilities.
  • Promoting equal opportunities for ethnic minorities.
  • Promoting a good and harmonious working environment where all men and women are treated with respect and dignity and in which no form of intimidation or harassment will be tolerated.
  • Fulfilling all legal obligations under the relevant legislation and associated Codes of Practice.
  • Taking any necessary positive/affirmative action including setting goals and timetables.

Breaches of our Equal Opportunities Policy and practice will be regarded as misconduct and could lead to disciplinary proceedings.

This Policy is fully supported by senior management.

2 Implementation The Personnel Manager has specific responsibility for the effective implementation of this Policy. Each Director and Manager also has responsibilities and we expect all of our staff to abide by the Policy and create the equality environment which is its objective.

In order to implement this Policy, we will ensure that:

  • The Policy is communicated to all staff, through induction, via the Company Handbook.
  • Managers are aware of their responsibilities through appropriate and regular training.
  • An Equal Opportunities Programme will be developed and will include a range of initiatives, indicating where appropriate affirmative/positive action, with targets and timetables.
  • Appropriate periodic training and guidance will be provided, including training on induction and management courses. All those involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory recruitment and selection techniques.
  • A process will be established to assist the effective implementation of this Policy, and Guidelines will be drafted for assessing the provision of equality of opportunity.
  • Adequate resources are made available to fulfil the aims of this Policy.

3 Complaints If you believe that you have suffered any form of discrimination, harassment, or victimisation you are entitled to raise the matter through the Grievance Procedure. All complaints of discrimination will be dealt with seriously, promptly, and confidentially.

These internal procedures do not replace or detract from your right of the employee to pursue complaints under the Sex Discrimination Act 1986 (Repealed), the Race Relations (Amendment) Act 2000, the Equal Pay Act 1970 (Repealed), or the Disability Discrimination Act 2005, the Employment Equality (Sexual Orientation) Regulations 2003 or the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006.

Every effort will be made to ensure that staff making complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.