Age Discrimination Policy

Why have an age discrimination policy?
  • The Age Discrimination Policy (the “Policy”) exists to protect our Practice (“We / Us”) and its Employees (“You”). Complying with and working in the spirit of the Policy helps create a positive working environment where people can get on with their jobs without fear of harassment, upset or bullying.
  • Promoting the Policy actively increases our effectiveness because it means that costs are kept to a minimum, including the costs of having to recruit and train new staff.
  • The Policy applies to all areas of the Employer / Employee relationship from recruitment to the end of employment and after the end of the employment relationship (i.e. in relation to the provision of references).
 
The policy
  • We are an equal opportunities Employer. We are committed to ensuring within the framework of the business that our workplaces are free from unlawful or unfair discrimination on the grounds of age.
  • Unwanted conduct, whether verbal or not, which is of an ageist nature, or other conduct based on someone’s age which effects the dignity of either men or women at work, will not be tolerated.
  • We are also anxious to ensure that no Employee is discriminated against on the grounds of their age and as such have introduced this age discrimination policy to outline how we intend to comply with our obligations under the Equality Act 2010.
  • It is our aim to ensure that all our Employees achieve their full potential and that all employment decisions are taken without reference to a person’s age.
  • We are committed to ensuring that all our staff, job applicants and past Employees are protected from unlawful age discrimination in accordance with the Equality Act.
 
Who this policy applies to
  • This Policy applies to Ultrasound Baby Face, its Employees, whether permanent, temporary, casual, part time or on a fixed term contract, to job applicants and individuals such as agency staff and consultants (and volunteers).
  • The Equality Act applies to the following:
    • Private and public sector vocational training providers
    • Trade Unions
    • Professional Organisations
    • Employer Organisations
    • Trustees and managers of occupational pension schemes.
  • The Equality Act covers the aspects of:
    • Recruitment
    • Terms and conditions of employment
    • Transfers
    • Dismissals
    • Promotions
    • Training 
 
What is unlawful under the Equality Act?
  • The Equality Act makes it unlawful on the grounds of age to:
    • Discriminate directly against anyone – that is, to treat them less favourably than others because of their age – unless this is objectively justified
    • Discriminate indirectly against anyone – that is, to apply criterion, provision or practice which disadvantage people of a particular age, unless it can be objectively justified
    • Subject someone to harassment – harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them, taking into account all the circumstances, including the perception of that person
    • Victimise – victimise someone because they have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination the grounds of age
    • Discriminate against someone, in certain circumstances, after the working relationship has ended
 
Implementing this policy
  • Recruitment and employment decisions will be made on the basis of fair, objective criteria.
  • All managers and supervisors who are involved in the recruitment process are also briefed on their responsibilities when recruiting staff for us, or when promoting or transferring Employees. This is to ensure that candidates have been selected correctly, against set criteria and that discrimination has not taken place.
  • Person and job specifications shall be limited to those requirements which are necessary for the effective performance of the job.
  • Interviews will be conducted on an objective basis and a person’s age will not form the basis of the employment decision or the decision to promote them, except where necessary for that particular post.
  • In accordance with recommended practice, the age composition of our Employees and applicants for jobs will be monitored on an anonymous basis at all levels.
 
Staff training
  • All new members of staff are fully briefed on our Policy at their induction.
  • It is our intention to train all members of staff on their obligations and the requirements of the Equality Act and the unlawful nature of age discrimination.
 
Open door policy
  • Whilst we have a number of procedures in place that will help to eliminate discrimination in the workplace, we also operate an open door policy.
  • Employees are encouraged to discuss openly with their supervisor any concerns they have about their work or working environment. This will help identify any difficulties early on.
  • Where this is not effective, and Employees feel their concerns are not being duly addressed, Employees should make use of our formal grievance procedure to bring these concerns out and we will then take the appropriate action to deal with these issues.
  • Anyone who believes that he or she may have been disadvantaged or discriminated against on the grounds of their age or any other age-related grounds, is entitled to raise the matter through the grievance procedure.
  • We take our obligations seriously under the Equality Act and will not tolerate any age discrimination at any level.
  • An Employee who fails to comply with this Policy may find themselves subject to disciplinary action being brought and taken against them.