Equal Opportunities policy
We are fully committed to the principle of equal opportunities in employment and oppose all forms of unlawful or unfair discrimination, direct or indirect. We believe that it is in the Company’s best interests and those of all it serves and employs to:
Ensure that the resources, talents and skills of its employees are fully utilised.
Provide services and opportunities equally and fairly to all employees, applicants for employment, contractors, candidates and customers irrespective of religious belief, political opinion, colour, race, age, nationality, ethnic or national origin, sex, sexual orientation, marital status, disability or spent convictions.
Ensure that no employee, applicant for employment, contractor, candidate or customer is disadvantaged by conditions or requirements, which cannot be shown to be relevant to the job.
Oppose sexual harassment, defined as unwanted conduct of a sexual nature or other conduct based on sex, affecting the dignity of women and men at work.
Oppose racial harassment i.e. where individuals are subjected to a hostile working environment because of their colour, race, ethnic origin or religious beliefs.
Prevent the victimisation of any person who raises a complaint within the scope of this policy.
Review the Equal Opportunities Policy and its implementation on an annual basis.
The policy applies to all employees of IDP together, where appropriate, with all contractors and temporaries working for the Company or on the Company’s premises.
In order to put this policy of equal opportunities into practice, IDP will:
– Recognise and fulfil its legal obligations under the terms of the Equal Pay Act 1970 (as amended), the Sex Discrimination Act 1975 (as amended), the Race Relations Act 1976, the Rehabilitation of Offenders Act 1974, the Disability Discrimination Act 1995 and the Employment Equality (Age) Regulations 2006.
– Review and monitor its recruitment, selection and promotion criteria and procedures in order to maintain a system where individuals are selected solely on the basis of appropriate, objective and job related criteria.
– Fulfil its commitment to be positive about the employment of people with disabilities:
1. To interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities;
2. To make a reasonable adjustment where any arrangements or any permanent or temporary physical feature of premises places an individual with a disability at a substantial disadvantage in comparison with persons who are not disabled;
3. To make every effort when employees become disabled to make sure they stay in employment;
4. To take action to ensure employees develop the awareness of disability needed to make our commitments work.
– In determining training programmes and priorities, give full consideration to and comply with the Company’s Equal Opportunities Policy to assist all staff to achieve their full potential.
– Examine existing procedures and criteria for promotion to ensure that individuals are promoted solely on the basis of skills, merits and abilities, which are directly related to the job.
– Ensure that all employees are aware that they have a right to be treated with dignity and that any harassment at work will not be permitted or condoned.
– Provide training and guidance on the implementation of this Policy for key decision makers such as Directors and Managers and others involved in HR and Management practices.
– As part of the induction procedure, provide all new employees with training and guidance on the Company’s Equal Opportunities Policy and Practices, highlighting the importance of the subject and the seriousness of non-compliance.
– Distribute and publicise this Policy Statement throughout the Company and elsewhere, as is seen to be appropriate.
– Monitor the existing workforce and the application and effects of the Policy.
– Encourage any employee who believes that unfair treatment has been applied to him or her, within the scope of this Policy, to raise the matter through the appropriate grievance procedure, without fear of subsequent victimisation.
– Initiate disciplinary action if any member of staff is found to be acting unlawfully either by denying equal opportunities or when a complaint about racial or sexual harassment or victimisation is proved to be well founded.
– IDP will ensure that all marketing and publicity activities and corporate and marketing materials are developed in line with its Equal Opportunities Policy.
– IDP will provide and charge for its products and services to corporate clients and individual customers on an equal and fair basis in accordance with its Equal Opportunities Policy.
– IDP will not knowingly deal with a client, supplier, sub-contractor or other external organisation, which flagrantly ignores equal opportunities best practice or where a non-discrimination order is in force.
It is the responsibility of all employees, contractors and candidates to accept their personal involvement in the practical application of this policy, although specific responsibility falls with Partners and all Managers who are particularly involved in recruitment, employee, contractor, candidate and customer administration and training.
Our policy on GDPR
We only collect basic personal data through our website contact us form, including name and email address.
All the personal data we obtain is located on our secure servers within the UK.
No other 3rd parties have access to your personal data. We would never pass your details on to a third party at any time.
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