Angus CouncilTel: 03452 777 778

Equal Opportunities in Employment Policy

Statement of Intent

Angus Council supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination on the grounds of race, nationality, ethnic or national origin, sex, age, marital status, disability, sexual orientation, or religion. To this end the council believes that it should adopt and promote personnel policies which are in the best interests of the community of Angus and which aim to fulfil the following objectives:

Guiding Principles

The Guiding Principles of the Policy are that:

The council will adopt, and continually update and review, an action plan to implement its Codes of Practice.


Code of Practice on Age in Employment

Aims

The council believes discrimination on the grounds of age is based on unjustifiable misconceptions and stereotyping. The council also believes that employment decisions influenced by prejudice on the grounds of age leads to the ineffective use of human resources to the detriment of the council and the provision of its services.

This Code of Practice aims to ensure that there are no barriers which unfairly disadvantage individuals on the basis of their age in relation to recruitment and retention; training and development and any other relevant conditions of employment.

Content

Recruitment and Retention

Training and Development

Conditions of Employment

Implementation

Responsibility for the initial implementation and continuous development of this Code lies with the Head of Corporate Planning and Human Resources. Responsibility for the day to day operation of the Code lies with the council's departmental directors and heads of service.

Monitoring

All aspects of this Code will be monitored in accordance with the council's Code of Practice on Monitoring Equal Opportunities in Employment.

Complaints

Any employee or job applicant who considers that they have been treated unfairly or discriminated against on the grounds of their age may raise a complaint through the council's procedure for investigating complaints of discrimination or unfair treatment.


Code of Practice on the Employment and Retention of Disabled Persons

Aims

The council is committed to pursuing good practice in the employment and retention of disabled persons and to developing personnel policies and practices which enable disabled persons to gain and maintain employment with the council.

This Code of Practice sets out the council's intentions to provide increased employment opportunities for disabled persons in relation to recruitment and retention; training and development and any other relevant conditions of employment. The Code also ensures that the council complies with any relevant statutory legislation and for its purposes the meaning of disability is in accordance with the terms of the Disability Discrimination Act 1995.

Content

Recruitment and Retention

Training and Development

Where appropriate, this Code will form an integral part of council training to provide employees with an awareness and an appreciation of the importance of equality of opportunity for disabled persons.

Conditions of Employment

Implementation

Responsibility for the initial implementation and continuous development of this Code lies with the Head of Corporate Planning and Human Resources. Responsibility for the day to day operation of the Code lies with the council's departmental directors and heads of service.

Monitoring

All aspects of this Code will be monitored in accordance with the council's Code of Practice on Monitoring Equal Opportunities in Employment.

Complaints

Any employee or job applicant who considers that they have been treated unfairly or discriminated against on the grounds of their disability may raise a complaint through the council's procedure for investigating complaints of discrimination or unfair treatment.


Code of Practice on Race, Religion, Ethnic and National Origin in Employment

Aims

The council believes that discrimination on the grounds of race, religion, ethnic or national origin is unfair, morally wrong and unjustifiable in terms of good employment practice. In addition, discrimination on the grounds of race and origin is illegal.

This Code of Practice aims to ensure that in relation to recruitment and retention; training and development and any other relevant conditions of employment there are no barriers which may directly or indirectly discriminate against and unfairly disadvantage individuals on the basis of their race, religion, ethnic or national origin.

Content

Recruitment and Retention

Conditions of Employment

Implementation

Responsibility for the initial implementation and continuous development of this Code lies with the Head of Corporate Planning and Human Resources. Responsibility for the day to day operation of this Code lies with the council's departmental directors and heads of service.

Monitoring

All aspects of this Code will be monitored in accordance with the council's Code of Practice on Monitoring Equal Opportunities in Employment.

Complaints

Any employee or job applicant who considers that they have been treated unfairly or discriminated against on the grounds of their race, religion, ethnic or national origin may raise a complaint through the council's procedure for investigating complaints of discrimination or unfair treatment.


Code of Practice on Sexual and Marital Status in Employment

Aims

The council believes that discrimination on the grounds of sexual or marital status is unfair, morally wrong and unjustifiable in terms of good employment practice. In addition to discriminate on the grounds of sex or marital status is illegal.

This Code of Practice aims to ensure that in relation to recruitment and retention; training and development and any other relevant conditions of employment, there are no barriers which directly or indirectly discriminate against and unfairly disadvantage individuals on the basis of their sexual or marital status. The Code also ensures that the council complies with any relevant statutory legislation.

Content

Recruitment and Retention

Training and Development

Responsibility for Implementing the Code

Responsibility for the initial implementation and continuous development of this Code lies with the Head of Corporate Planning and Human Resources. Responsibility for the day to day operation of the Code lies with the council's departmental directors and heads of service.

Monitoring

All aspects of this Code will be monitored in accordance with the council's Code of Practice on Monitoring Equal Opportunities in Employment.

Complaints

Any employee or job applicant who considers that they have been treated unfairly or discriminated against on the grounds of their sexual or marital status may raise a complaint through the council's procedure for investigating complaints of discrimination or unfair treatment.

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