As a recognised member of the Equality Register, CJ Medical is committed to encouraging equality and diversity amongst our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society,
and for each employee to feel respected and able to give their best. CJ Medical in providing goods and/or services is also committed against unlawful discrimination of our suppliers, customers and the public.
Our Commitment
To Inclusion &
Diversity.
Discover how we are creating a culture of equality in our workplace
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Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.
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Not to unlawfully discriminate against characteristics of age, disability, gender, marriage, civil partnership, pregnancy, race (including colour, nationality, and ethnic or national origin) religion, beliefs, or sexual orientation and gender re- assignment.
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Oppose and avoid all forms of unlawful discrimination, including in pay and benefits, terms, and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, and requests for flexible working.
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Oppose selection for employment, promotion, training, and/or other developmental opportunities
Policy Purpose.
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Encourage equality and diversity in the workplace as good practice.
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Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination. Promoting dignity and respect for all, and recognise and value individual differences, and the contributions of all staff.
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This commitment includes training managers and all other employees about their rights and responsibilities under the equality and diversity policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.
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All staff should understand that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination in the course of their employment against fellow employees, suppliers, customers, visitors and the public.
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Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, suppliers, customer, visitors, the public and any others during the organisation’s work activities
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Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
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Furthermore, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 (not limited to circumstances where harassment relates to a protected characteristic) is a criminal offence.
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Make opportunities for training, development, and progress available to all staff who will be helped and encouraged to develop their full potential to enable their talents and resources to be fully utilised, and to maximise the efficiency of the organisation.
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Decisions concerning staff being based on merit - excluding necessary and limited exemptions and exceptions allowed under the Equality Act 2010.
Review employment practices and procedures when necessary to ensure fairness. Update practices, procedures and the equality and diversity policy to take into account changes in the law. -
Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion, belief, and disability to encourage equality and diversity, and meeting the purpose and commitments set out in the equality and diversity policy.
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Monitoring will also include assessing how the equality and diversity policy, and any supporting action plans are working in practice and reviewing them annually considering and taking action to address any issues.
Organisational
Commitment.
This equality and diversity policy is fully supported by senior management and has been agreed with CJ Medical employee representatives who are the Finance & HR Manager and Compliance Officer.Details of the organisation’s grievance and disciplinary policies and procedures can be found within the CJ Medical Employee Handbook which includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.