Equal Opportunities Policy

Policy Statement

It is the Company’s policy not to discriminate against job applicants or colleagues on the basis of their gender, sexual orientation, marital or civil partner status, gender re-assignment, race, religion or belief, colour, nationality, ethnic or national origin, disability, age, pregnancy or Trade Union membership or the fact that they are a part-time worker or a fixed-term colleague. Our colleagues and applicants for employment shall not be disadvantaged by any policies or conditions of service, which cannot be justified as necessary for operational purposes. The Company shall at all times strive to work within legislative requirements as well as promoting best practice.

The Company monitors the composition of the workforce as part of its efforts to ensure that this policy is effective. The principle of nondiscrimination and equality of opportunity applies equally to the treatment of visitors, clients, customers and suppliers by members of our workforce and also, in some circumstances, ex-colleagues.

This policy is for guidance only and shall be provided to all colleagues, but does not form part of your contract of employment.

Scope

Following on from the Equality Act 2010, Sunbelt Rentals UK will not unlawfully discriminate on the grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability, age, pregnancy, Trade Union membership or part-time or fixed-term status. This policy applies to:

  • The advertising of jobs and recruitment and selection
  • Opportunities for promotion
  • Benefits and facilities
  • Health and safety
  • Grievance and disciplinary procedures
  • Training and development
  • Conditions of service
  • Pay
  • Conduct at work
  • Termination of employment, including redundancy.

The Company will take appropriate steps to accommodate the requirements of colleagues’ religions, cultures and domestic responsibilities. The Human Resources Department should be contacted for specific guidance on our approach to these issues and your entitlements.


Any materials used for training purposes are designed so that the language and images used are representative of society.

Responsibilities

Managers

Managers will:

  • Support the implementation of the Equal Opportunities Policy;
  • Ensure that the Equal Opportunities Policy is adhered to within their area of responsibility at all times;
  • Seek to actively promote equality of opportunity;
  • Foster a culture in which the objectives of the Equal Opportunities Policy are regarded as an integral part of the working environment.

Colleagues

  • All colleagues have a duty to act in accordance with this policy, and therefore to treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, whether junior or senior to them. In some situations, Sunbelt Rentals may be at risk of being held responsible for the acts of individual members of staff and will not therefore tolerate any discriminatory practices or behaviour. This policy applies equally to the treatment of our visitors, clients, customers and suppliers by our colleagues.
  • All team members are responsible for the success of this policy and must ensure that they familiarise themselves with the policy and act in accordance with its aims and objectives. If you are involved in management or recruitment or if you have any questions about the content or application of this policy, you should contact the Human Resources Department to request guidance.


HR Department
The HR department will review and monitor the effectiveness of this policy by providing advice and encouraging the adoption of its principles throughout the Company. HR will also ensure complaints are adequately investigated.

Process

Forms of Discrimination

Discrimination may be direct or indirect and it may occur intentionally or unintentionally. Direct discrimination occurs where someone is put at a disadvantage for a reason related to one or more of the grounds set out in the scope and purpose of the policy. For example, rejecting an applicant of one race because it is considered they would not fit in on the grounds of their race could be direct discrimination.

Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice, which puts them at a particular disadvantage because of, for example, their race or sex. For example, a height requirement would be likely to eliminate proportionately more women than men. If this criterion cannot be objectively justified for a reason unconnected with sex, it would be indirectly discriminatory on the grounds of sex.

Discrimination also includes victimisation, that is less favourable treatment because of action taken by a colleague to assert legal rights against discrimination (or to assist a colleague in that regard), and harassment.

 

Recruitment and Selection

Sunbelt Rentals aims to ensure that no job applicant receives less favourable treatment on any of the unlawful grounds listed in the scope and purpose of the policy. Recruitment procedures will be reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities and that sufficiently diverse sectors.