The Boma Garden Company Equal Opportunities Policy

The strength of our company is directly related to the quality and the spirit of our people. I believe passionately in treating others as I would like to be treated. Respect for each other, our clients, our environment, our company and the company's property will ensure our success.
Denise Mathew Managing Director

STATEMENT OF POLICY

The Boma is committed to the principle that no employee or job applicant shall receive unfavourable treatment on the grounds of race, religious beliefs, gender, sexual orientation, age, marital status or disability.

REASONS FOR THE POLICY

The Boma wishes to employ the most suitable and appropriately qualified people for the work to be undertaken. Consequently, sound business reasons support the promotion by the company of equal opportunities in employment.

EQUALITY OF TREATMENT

The Boma's Equal Opportunities Policy aims to ensure that everyone in our company adheres to the principle of equality of treatment. The Boma prohibits acts of discrimination whereby one individual is treated less favourably then another on the grounds of race, religious beliefs, gender, sexual orientation, age, marital status or disability.
Examples of such discrimination include, but are not limited to:
Discriminating in the selection process for recruitment opportunities.
Deliberately refusing or omitting to make an offer of employment.
Restricting or denying access to promotion, transfer, training, or other benefits or facilities.
Dismissing an individual.
Subjecting an individual to racial or sexual harassment.

RESPONSIBILITIES

Denise Mathew, Managing Director, is responsible for ensuring that the Boma's Equal Opportunities Policy is applied and adhered to by all members of staff. 
Managers involved in recruiting staff for the Boma must ensure that the selection process is based on merit and ability only.All employees have an important part to play in the application of our Equal Opportunities Policy. Similarly, no employee should use their status to threaten the company for inappropriate personal gain.

RECRUITMENT, SELECTION AND PROMOTION

The company's intention in respect of recruitment, selection and promotion is to appoint the most able candidate for each job regardless of that person's race, religious beliefs, gender, sexual orientation, marital status, age or disability.
In the order to ensure that this intention is realised, the requirements of each job are identified and all candidates assessed against the same criteria at each stage of the selection process, to ensure that fairness and consistency are achieved throughout. Similarly, all candidates for promotion possessing appropriate skills knowledge and experience are given the same consideration. Employee appraisals are concerned only with the assessment of actual performance in the job. Assumption about individuals in relation to their race, religious beliefs, gender, sexual orientation, marital status, age or disability is unacceptable.

TRAINING

Educational and vocational courses leading to relevant qualifications are available to all employees regardless of race, religious beliefs, gender, sexual orientation, marital status, age or disability, and members of under represented groups are encouraged to apply.

CONDITIONS OF EMPLOYMENT AND PROVISION OF BENEFITS AND SERVICES

All conditions of employment, employee benefits and services apply irrespective of race, religious beliefs, gender, sexual orientation, marital status, age or disability. Accommodation and facilities are provided, as far as it is possible to do so, having proper regarded for the needs of the disabled.

OBSERVING THE POLICY

The overall aim of the policy is to promote a harmonious working environment for all members of staff. Denise Mathew should be informed if an occasion arises, or is suspected to have arisen, where an individual experiences unfavourable treatment on the grounds of race, religious beliefs, gender, sexual orientation, marital status, age or disability.
Anyone who is concerned with the application of this policy should follow the company's grievance procedure.It is a disciplinary offence to discriminate intentionally against a fellow employee, a job applicant, a client or a supplier and is in contravention of the Boma's Equal Opportunities Policy.

MONITORING

The Boma monitors and continuously reviews the operation of this policy and expects all the employees to co-operate by providing relevant information, where necessary. All such information will be treated as strictly confidential and used solely for this purpose.

SEXUAL OR RACIAL HARASSMENT

Sexual or racial harassment is a form of discrimination. It is unlawful behaviour and in direct contravention of the Boma's Equal Opportunities Policy.
Managers and supervisors have a responsibility to eliminate any sexual or racial harassment or intimidation of which they are aware.

Any member of staff who believes that he or she is, or has been the subject of sexual or racial harassment should, initially, raise the matter with his or her immediate supervisor.

Managers and supervisors must immediately make Denise Mathew aware of this matter and a decision will be made on how to proceed with the investigation. Formal investigation of complaints will be dealt with in accordance with the company's grievance and disciplinary procedures, and will be handled sensitively and confidentially, with due respect for the rights of those concerned. If the outcome of the investigation reveals that a complaint is justified, appropriate action, including disciplinary action, will be taken. Retaliation or victimisation of an employee who has complained about harassment will also be treated as a disciplinary offence.