Discrimination policies must be real

As an employer, you are responsible for eliminating discrimination from your workplace. It is not enough simply to have the relevant written policies. Even if you believe that you operate a fair policy, are you certain that an examination of all your workplace procedures would bear this out?

Case study

Recently, a major car manufacturer found, to their cost, that claiming to have a 'zero tolerance' policy towards racism means nothing if the policy is not enforced. An ex-employee of Ford was awarded £150,000 after he was subjected to 'humiliating and intimidatory' racist bullying over a long period of time. The Tribunal judged that the company's discrimination policy was an 'empty gesture'.

Allowing this sort of racial harassment can lead to very large awards for damages.

UK legislation

UK legislation protects people from discrimination on grounds of sex, race, disability, religious belief, sexual orientation and age.

Developing a discrimination policy

If you do not have an existing policy then clear guidelines must be put in place. These should cover all aspects and areas of employment and must include:

The right to request flexible working is also available to an employee with 26 weeks continuous service if they are caring or expecting to be caring for a person who is aged 18 or over, is in need of care and is either:

All staff must be made aware of the policy and this must be evidenced. Make sure your present procedures comply with the aims stated in the policy. Review recruitment, selection, promotion and training procedures regularly to make sure you continue to deliver on your policy in an objective way.

Management should also be seen to be implementing these policies. Any complaint should be dealt with seriously and promptly and be properly documented.

If you would like assistance in drawing up a discrimination policy or advice on implementing one, please contact Richard Stephens or call 020 8367 3999.

Welcome to Solcase online  
Log in to access your account.