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Realistic Graphics Equal Opportunity Employment Policy

Responsibilities

●    Every employee is required to assist the company to meet its commitments to provide equal opportunities employment and avoid discrimination.
●    Employees can be held personally liable as well as or instead of the company for any act of unlawful discrimination.
      Employees who commit serious acts of harassment may be guilty of a criminal offence.
●    Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under
      the company’s disciplinary procedure.
●    Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.

The objective of this Equal Opportunities Employment Policy is to:

●    Ensure that the Company has access to the widest labour market and secures the best employees for its needs.
●    Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain
      their full potential to the benefit of the company and themselves.
●    Achieve an ability-based workforce which is in line with the working population mix in the relevant labour market areas.

Vacancy Advertising

●    Wherever possible, all vacancies will be advertised simultaneously internally and externally.
●    Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.
●    Wherever possible, vacancies will be notified to job centres, careers offices, colleges, polytechnics etc, with significant minority group rolls,
      as well as to minority press/media and organisations.
●    All vacancy advertisements will include an appropriate short statement on equal opportunity.

Selection and Recruitment

●    Selection criteria will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective
      performance of the job.
●    Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received training
      in equal opportunities.
●    Wherever possible, women, minorities and disabled persons will be involved in the short listing and interviewing processes.
●    Reasons for selection and rejection of applicants for vacancies must be recorded.


Positive Action

●    Underrepresented groups will be encouraged to apply for training and employment opportunities with the Company. Wherever possible
      special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion.
●    However, actual recruitment to all jobs will be strictly on merit.
●    Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.
●    Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions
      of service to meet the special needs of disadvantaged and/or underrepresented groups.

Personnel Records

●    In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees’
      and job applicants’ gender, racial origins and disability.
●    Where necessary, employees will be able to check/correct their own record of these details.
●    Otherwise, access to this information will be strictly restricted. Such records will be analysed regularly and appropriate follow-up action taken.
●    The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy’s objectives,
      and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with the Company.
●    Behaviour or actions against the spirit and/or letter of the laws on which this policy is based will be considered serious disciplinary matters,
      and may, in some cases, lead to dismissal.