Equal Opportunities
It is Virgin Money’s policy to ensure that employees are recruited, developed, remunerated and promoted on the basis of their skills and suitability for the work performed.
Virgin Money is committed to making full use of the talents and resources of all its employees, and to ensuring that no employee receives unjustified, less favourable treatment on the grounds of their colour, nationality, race, religion/belief, ethnic origin, sex, marital status, disability, part-time or fixed term status, parental responsibilities, age or sexual orientation.
Policy principles
Recruitment and promotion
- Virgin Money will ensure that information about vacant posts is circulated as widely as possible in the circumstances to ensure that it reaches all sections of the community.
- No recruitment literature or advertisements will imply a preference for any one group of applicants, unless there is a relevant genuine occupational qualification which limits the post to a particular group, in which case this will be clearly stated.
- Virgin Money will comply with the Code of Practice of the Commission for Racial Equality, the Equal Opportunities Commission Code of Practice the Disability Code of Practice for the Elimination of Discrimination in the Field of Employment, and the Employment Equality (Age) Regulations.
- Recruitment and employment decisions will be made on the basis of fair and objective criteria.
Job descriptions and working patterns
- Job descriptions will include only those requirements, qualifications and characteristics that are essential or desirable for the effective performance of the role. It will be made clear which items are essential and which are only desirable.
- Whilst it is permissible to indicate the standard hours of a job and/or that it is full time, if an employee or applicant wishes to propose some other pattern of work, this will be carefully considered and only rejected if it is justified.
Selection
- All selection interviews and short listing will be conducted on an objective basis and deal only with the individual’s suitability for the job, taking into account their skills and experience.
- Questions will only be asked during interview about a candidate’s personal and domestic circumstances or plans if they relate to the job requirements, and will then be asked of all candidates for the post.
Training
- Employees will be provided with appropriate training (depending on the needs of the business) to enable them to improve their performance and to achieve the performance standards and targets set for them by Virgin Money.
- Special responsibility for the practical application of Virgin Money’s equal opportunities policy falls upon managers involved in the recruitment, selection, promotion and training of employees, and/or conducting Virgin Money’s grievance and disciplinary procedures. These special responsibilities give rise to training needs for which provision will be made.
Disabilities
- The requirements of job applicants and existing members of staff who have a disability will be reviewed to ensure that whatever possible reasonable adjustments are made to enable them to perform as well as possible during the recruitment process and while employed by Virgin Money.
- Opportunities for promotion, access to benefits and facilities of employment will not be unreasonably limited and all reasonable adjustments will be made.
- All reasonable measures will be taken to ensure that disabled staff are given the opportunity to participate fully in the workplace, in training and career development opportunities.
Harassment and bullying
Virgin Money will take all possible reasonable measures to ensure that employees, contractors, suppliers and customers are not subjected to harassment or bullying on any grounds (see Anti-Harassment Policy).
Responsibilities
The Director of Human Resources has the overall responsibility for ensuring that this policy is implemented and effective and that it is clearly communicated to all our people. The policy will be reviewed regularly, as will all HR policies.
Managers
All managers have particular responsibility for the implementation of this policy. In particular if you are responsible for other employees, you must ensure that:
- You fully understand the Equal Opportunities and Anti-harassment and Bullying Policies and are able to offer advice on them and on Virgin Money’s Disciplinary procedure as it relates to a complaint when required to do so;
- You advise and inform your team to ensure awareness and understanding of Virgin Money’s Equal Opportunities and Anti-harassment and Bullying policies;
Employees
- All employees are required to ensure that the policy is maintained and implemented.
Any employee who fails to observe the principles of this policy will be subject to Virgin Money’s disciplinary policy. Serious breaches of this policy, including sexual, racial or age harassment, may result in the summary dismissal of the perpetrator.
Procedures for dealing with Equal Opportunities Complaints
- In the first instance, if you have any complaints relating to equal opportunities you might prefer to raise the matter informally, either directly with the individual concerned, or with your Manager or with any member of the Human Resources team.
Alternatively, or if your complaint has not been resolved informally, your complaint should be made as follows:
- You should report your complaint formally in writing to your Manager or your HR Business Partner who will investigate the matter in accordance with Virgin Money’s grievance procedure.
- Complaints of harassment or bullying should be dealt with in accordance with Virgin Money’s separate Anti-Harassment and Bullying policy.
This policy does not form part of your contract of employment and may be withdrawn, amended or replaced at any time via the documented procedure.
Simon Leeming
HR Director
November 2008