K3 Capital Group is committed to promoting equal opportunities for all. Our policy is to make sure that no client, employee, or person involved or associated with K3 receives less favourable treatment because of:
- Age
- Disability
- Gender reassignment
- Marriage or civil partnership status
- Pregnancy or maternity
- Race (including colour, nationality, ethnic or national origins)
- Religion or belief
- Sex,
- Sexual orientation
collectively referred to as Protected Characteristics.
K3 Capital Group is opposed to all forms of unlawful and unfair discrimination. We believe in human rights for all those connected with this organisation and all members of society. No action shall be taken by any person connected with K3 Capital Group, which would devalue any person’s contribution to society and to this organisation, or lead to a loss of their own self-respect, or respect for them from others.
All individuals within this organisation are responsible for compliance with this Policy, and for the positive attitude it requires. All external persons connected with K3 Capital group are encouraged to hold the same responsibility and commitment.
We will make sure that all our staff and sub-contractors are aware of our Equal Opportunities Policy, and where applicable will make them aware of their responsibilities.
All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the grounds named above. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
It is important that employees should feel able to raise concerns without fear or prejudice and in the knowledge that their complaint will be taken seriously. All complaints will receive prompt attention and will be properly investigated. We will seek to resolve them as quickly as possible.
Sometimes it may be possible for an employee affected by the behaviour of another simply to ask the individual to stop or make it clear that the behaviour is unwelcome. If this is appropriate, then the employee should do this. However, such an approach may not be appropriate, and employees should feel able to raise matters at any time with their line manager or with a senior member of staff under the business’s existing Grievance Procedure.
Discrimination
The following forms of discrimination are prohibited under this policy and are unlawful:
- Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views.
- Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
- Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.
- Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
- Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability (see below).
Disability
The Company believes that employees should not be disadvantaged or discriminated against for reasons connected with their disability. Such treatment is a fundamental breach of their human rights and the Company will support employees within the scope of this policy and prevailing legislation in rectifying discrimination. The Company acknowledges its obligations under the Equality Act 2010
Definition
A person has a “disability” if he or she has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day to day activities. It is not necessary to be registered as a disabled person to be covered by this code of practice or the legislation.
Disabled people will normally be afforded treatment equal to that enjoyed by other people in matters relating to employment, in particular, recruitment, promotion, reward and training. This will not apply where the health and safety of themselves or others may be jeopardised or if the employment is for work outside of the UK.
The Company will take such reasonable and practicable steps as are necessary to achieve the quality of treatment so long as those steps are effective, commercially acceptable and do not disrupt or reduce the effectiveness of Company operations. Adjustments may include:
- Alterations to premises or equipment
- Provision of special equipment
- Allowing work to be carried out at another part of the building or another location
- Changes to working practices including reassignment of work
- Variable working patterns e.g. late start, long breaks etc
This policy will vary in accordance with the latest government guidelines and legislation.
Equal Opportunities Monitoring
The Company is committed to monitoring the effectiveness of this Equal Opportunities Policy. We will carry out regular reviews into all aspects of our policies, procedures and practices in relation to recruitment, terms and conditions of employment, training, career development, promotion and grievance and discipline to identify any trends or patterns emerging and, if so, to analyse whether or not these are justified. We are committed to identifying and taking all steps necessary to eliminate any unjustified discrimination revealed by this monitoring process.