Matt Burton Associates (MBA) Ltd is committed to providing a working environment in which all individuals are treated fairly, with respect and dignity and are recognised for their contribution to business success. MBA will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination.

This policy aims to pursue equality of opportunity so that all are treated fairly and are not discriminated against either directly or indirectly, irrespective of ethnic origin, gender or gender identity, sexual orientation, marital or family status, age, religious or political beliefs or disability. MBA Ltd aims to maintain a workforce that represents the community within which it operates.

MBA Ltd is committed to eliminating all forms of harassment in the workplace and as such, if an individual believes they are a victim of intimidation, harassment or any unlawful discrimination, the matter will be treated confidentially, fairly, respectfully and promptly.

MBA Ltd is committed to providing training for all staff in equal opportunities practice.

MBA Ltd shall not discriminate unlawfully when deciding which candidate or temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers.

MBA Ltd will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy. MBA Ltd will not accept instructions from clients that indicate an intention to discriminate unlawfully.

Definitions:

Direct Discrimination takes place when someone is treated less favourably because of their ethnic origin, gender or gender identity, sexual orientation, marital or family status, age, religion or disability.

Indirect Discrimination takes place where a policy or procedure, although not intended to be discriminatory, excludes a specific individual or group of people.

Harassment is an act or conduct that is unwelcome or unacceptable and could be regarded by the recipient as offensive, humiliating or intimidating.

This can also include anyone observing acts/conduct that they consider to be offensive, humiliating or intimidating.

Victimisation is when a person is singled out or treated less favourably because they have brought a complaint or proceedings in such a situation.

Enforcement

Any employee who feels discriminated against will have recourse through the internal procedures.

Recruitment, selection, training and development opportunities

Careful consideration is given to the media chosen for communication of job vacancies or training opportunities so that knowledge of such opportunities is not restricted unjustifiably to certain individuals or groups.

Advertisements are carefully worded to ensure that no inference may be drawn of an intention to advantage any individuals in a way which would be contrary to this policy.

The criteria on which selection decisions are based are relevant only to the requirements of the job. It is the purpose of the selection process to evaluate the candidate’s eligibility for the role.

Responsibilities

The responsibility to make this policy a success rests with everyone within the Company.

It is also the responsibility of everyone employed by MBA Ltd to make sure that their actions are consistent with this policy at all times and to behave in an appropriate professional manner. Those in positions of responsibility should lead by example and deal with any discrimination, harassment, intimidation or any other form of unacceptable behaviour of which they become aware.

These responsibilities apply both at work and at any work-related occasions outside the office, whether business or social.

Overall responsibility for the Equal Opportunities Policy lies with the Chief Executive Officer.

MBA Ltd has a formal complaints procedure – full details can be found on the company website.