MediOpus is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination. The aim is for our employees to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. MediOpus is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  • Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

MediOpus commits to

  • Encourage equality and diversity in the workplace as they are good practice and make business sense
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training directors, managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as MediOpus, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

Such acts will be dealt with as misconduct under MediOpus’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
  • Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

 

How the policy will be implemented and who is responsible?

MediOpus CEO has charged all Directors of the company with implementation and monitoring of this policy. In order to implement this policy, we shall:

  • Communicate the policy to employees, job applicants and other relevant parties
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into role descriptions.
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques.
  • Ensure that adequate resources are made available to fulfil the objectives of the policy.
Conduct and standards of behaviour

All employees of MediOpus are expected to conduct themselves in a professional and considerate manner at all times. MediOpus will not tolerate behaviour such as:

  • Making threats
  • Physical violence
  • Swearing at others
  • Persistent rudeness
  • Isolating, ignoring or refusing to work with certain people
  • Telling offensive jokes or name calling
  • Displaying offensive material such as pornography or sexist / racist cartoons, or the distribution of such material via email / text message or any other format
  • Any other forms of harassment or victimisation

The items listed above of unacceptable behaviours are considered to be disciplinary offences within MediOpus Ltd and can lead to disciplinary action being taken. We do, however, encourage our employees to resolve misunderstandings and problems informally wherever possible, depending on the circumstances.

However, whether dealt with informally or formally, it is important for employees who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over sensitive.

It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.

Complaints of discrimination

We will treat seriously all complaints of unlawful discrimination on any forbidden grounds made by employees, trustees, clients or other third parties and will take action where appropriate.

All complaints will be investigated in accordance with the organisation’s grievance, complaints or disciplinary procedure, as appropriate and the complainant will be informed of the outcome in line with these procedures.

We will also monitor the number and outcomes of complaints of discrimination made by employees, clients and other third parties.

How often is this policy reviewed?

This document is reviewed annually or as events or legislation requires.