Legal

Quantic (“the Company”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.

The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.

• To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
• To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.

Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect, and includes discrimination by perception and association.

Types of Discrimination

• Direct Discrimination
• Indirect Discrimination
• Harassment
• Victimisation
• Disability Discrimination

• It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
• It is not permissible to treat a person less favourably because of their age. This applies to people of all ages.
• It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
• It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
• It is not permissible to treat a person less favourably because of their sexual orientation.
• It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.

If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.

The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include: supplying or modifying equipment, instruction and training manuals for disabled employees; or any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.

All employees, sub-contractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, sub-contractors and agents do the same.

Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts. The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.

In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the company handbook on disciplinary and grievance procedures.

Employees may contact their employee or trade union representative if access to such an individual is possible. Other contacts include The Equality and Human Rights Commission, www.equalityhumanrights.com or the Citizens Advice Bureau, www.citizensadvice.org.uk.