Diversity & Inclusion Policy

1. The Policy

This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to terms and conditions of service, promotion and reasons for termination of employment.

2. We undertake that:

No job applicant or worker receives less favourable treatment than another on the grounds of his or her race, sex, age, marital status, disability, sexual orientation, part-time or fixed-term status, religion or belief.

No applicant or worker is placed at a disadvantage by requirements, practices, provisions, criteria or conditions which have a disproportionately adverse effect on people of his or her race, sex, marital status, age, religion, belief, or sexual orientation and which cannot be shown to be justifiable.

All such reasonable steps will be taken to prevent a disabled person from being at a substantial disadvantage because of any working arrangements or physical features of the premises of the company.

Where appropriate, and where permissible under the law, employees and workers of underrepresented groups are given training and encouragement to achieve equal opportunity within the organisation.

We will train our people and ensure inclusion so that Global Telecom Networks is truly of and for everybody.

3. Implementation

Although the Managing Director is responsible for the effective operation of this policy, promoting diversity and inclusion is the core responsibility of everyone we employ at all levels of the business. executives.

We aim to:

  • Ensure that the policy is known to all employees and if possible, to all applicants.
  • Provide training and guidance for staff and managers and those involved in selection and recruitment to ensure that they understand their position in law and under company policy.
  • Examine and regularly review existing procedures, practices, polices and criteria and change them where we find they are actually or potentially unlawfully discriminatory.
  • Make an initial analysis of the workforce and regularly monitor the application of the policy by gathering information on the constitution of the workforce to identify any under-represented groups.

4. Monitoring

Personal information requested for monitoring is intended for the specific purpose of ensuring the effectiveness of the policy. It should never be used at any stage of a selection process. Where personal information is requested for monitoring purposes, this should be made clear to the applicant and an assurance given that it will not be used in the selection process.

Any monitoring undertaken will have three stages:

  • gathering the information
  • analysing the data collected to identify where there are blocks to equality and why these occur
  • defining the programme of action necessary to overcome any inequalities

Monitoring may show that members of a particular group do not apply for promotion, of that fewer apply than might be expected. It might reveal that members from that group are not recruited, promoted or selected for training, or that they are selected in a significantly lower proportion than their application rate would lead them to expect. Also, they may be concentrated in certain jobs, sections or departments.

5. Training

Training shall be given to all employees and those involved in recruitment and selection in relation to:

  • the forms discrimination can take (direct and indirect discrimination; victimisation; and harassment);
  • guidance on the unreliability of generalised assumptions and prejudices, and the need to avoid basing employment decisions on these assumptions;
  • the need to assess people on their individual merits and ability to do the job and to avoid letting assumptions distort objective judgement.
  • unconscious bias awareness training will be offered.

6. 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 or unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.

7. Action for Employees

To assist in preventing discrimination and promoting equal opportunity it is recommended that individual employees should;

  • Co-operate in measures introduced by management designed to ensure equal opportunity and non-discrimination.
  • Where such measures have not been introduced, press for their introduction (through their trade union where appropriate).
  • Draw attention of management and, where appropriate, their trade unions to suspected discriminatory acts or practices.
  • Refrain from harassment or intimidation of other employees, for example, by attempting to discourage them from continuing employment.

Such action may be unlawful if it is taken by employees against those subject to their authority.

It is agreed that no one should be victimised or suffer any detriment as a result of taking action under this policy, or for supporting or assisting someone who is doing so, or for acting as a witness in any proceedings or complaints

Behaviour or actions against 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.

Global Telecom Networks is an employer for everyone.