Key Contact: Sheila Heard
Options-London is committed to addressing and challenging discrimination and encouraging inclusion amongst the wider labour market, our network and our workforce.
Options-London will ensure proactive compliance with all relevant legislation: Equality Act 2010 http://www.legislation.gov.uk/ukpga/2010/15/contents
We aim to promote Equality and Inclusion over and above our legal requirements and to champion the case for positive action and policy changes to better address the multiple disadvantages experienced by many jobseekers in the UK.
To that end, the purpose of this policy is to provide equality and fairness for all Options-London stakeholders. Each employee, consultant and stakeholder should feel respected and able to give their best. In our careers guidance and employment support operations and regarding employment and volunteering within Options-London and relating to our conduct towards all stakeholders, we aim not to discriminate against any persons because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, colour, nationality, national origin, religion or belief, sex and sexual orientation. We oppose all forms of unlawful and unfair discrimination and will challenge any instances we come across.
This policy covers all aspects of Options-London’ activities, including career information, advice and guidance services, advertising & publicity, selection, recruitment to Options-London, training and any other activities.
Our services should be accessible to all, including those candidates with disabilities. This includes, for example large print documents on request and an accessible website.
Breaches of Options-London’ equality and inclusion policy by our staff and consultants will be regarded as misconduct and could lead to disciplinary proceedings.
Feedback and complaints will be responded to in writing by Sheila Heard within 5 working days when possible.
Sources of advice and information for this Policy:http://www.acas.org.uk/index.aspx?articleid=1363