Equal Opportunities Policy

London Innovation Centre operates the following Equal Opportunity Policy

1.1 Policy Statement

The Company wholeheartedly supports and is committed to the principles and practice of equal opportunities in employment, and opposes all forms of unlawful or unfair discrimination, harassment or less favourable treatment on the grounds of colour, race, nationality, ethnic or national origin, sex, sexual orientation, age, religion or religious beliefs, martial/parental status or disability.
The Company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for you and all its employees and where all are all treated with respect and dignity.
This policy applies to all aspects of employment and training including: job advertisements, the recruitment and selection process, appointments, terms and conditions or work, pay promotion, training and development, transfers, selection for redundancy and dismissal.
This policy applies to all employees of the Company, and also applies equally to the treatment of customers, clients, suppliers and other third parties (including members of the public). Any employee contravening this policy will be dealt with under the Company’s disciplinary procedures.

1.2 Objectives

To provide genuine equality of opportunity for all employees and job applicants.
To ensure that individuals are treated equally and fairly and do not receive less favourable treatment or financial reward through direct or indirect discrimination, harassment or victimisation.
To encourage employees to take an active role in combating all forms of harassment and discrimination.

1.3 Management responsibility

Whilst the managing director has overall responsibility for the effective operation of the equal opportunities policy, you whatever your position, have your part to play.

1.4 staff member's responsibility

It is the responsibility of every member of the staff to ensure the practical application of this policy by adhering to the principles of equal opportunities and for playing their part in achieving its objectives.
Everyone must ensure that:

They co-operate with any measure introduced to develop equal opportunities;
They refrain from taking discriminatory actions or decisions which are contrary to the contents and spirit of this policy;
They do not harass, abuse or intimidate other employees, job applicants, customers, providers of services or members of the public in a manner contrary to the contents and spirit of this policy; and
They do not instruct, induce or attempt to induce or pressurise other employees to act in breach of this policy.

Breaches of the Company’s equal opportunities policy will usually result in the Company’s disciplinary procedures being instigated.

1.5 Implementation

In order to implement and put this policy of equal opportunities into practice in the day to day operations of the business, the Company will:

- ensure that the recruitment and selection process is carried out consistently at all job levels and is fair and non-discriminatory, so that no applicant or employee receives less favourable treatment;
- advertise all vacancies both internally and externally. Advertisements willncourage applicants from all suitability qualified and experienced people;
- consider all applications on merit. Employment decisions will be based on the individual’s ability, experience, qualifications and potential in relation to the job related criteria of the position being filled;
- ensure that all employees are provided with a copy of the equal opportunities policy on joining the Company;
- ensure that all employees are given the same training, development and promotion opportunities whether full-time or part-time;
- ensure the employees are aware of the grievance procedure in the event of any discriminatory problems or conduct. Any grievances or issues raised about discrimination and harassment will be fully investigated and the appropriate action taken;
- make every attempt to overcome barriers to the employment and training of disabled people, and individuals with special needs; and
- ensure that pay is awarded fairly and equitably and that male and female employees should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value.

1.6 Monitor and review

This policy will be monitored and reviewed on a regular basis to help evaluate its fairness and effectiveness and to ensure that the objectives of the policy are being met. The policy’s reviews will be made available to the public and published on the LINNOC website.
In addition the Company will also review existing procedures for recruitment, selection, promotion and training plus any associated forms regularly to ensure that good intentions and good practice are being put into practice.