Equal Opportunities Policy

1.      INTRODUCTION

BEMUGA Group is committed to a comprehensive policy of equal opportunities in employment and procurement in which individuals and entities are selected and treated on the basis of their relevant merits and abilities without regard to race, religion or belief, colour, sex, age, national origin, disability or sexual orientation and are given equal opportunities within the Group.

The only exception to this policy is any individual or entity that is blacklisted by any local, national, regional, international or Industry body, agency or Group whose standards are binding to BEMUGA or if such individual or entity is blacklisted through BEMUGA's internal systems. 

The aim of this policy is to ensure that no job applicant, employee, vendor or potential partner receives less favourable treatment on grounds not relevant to good practice.

2.      POLICY STATEMENT

2.1.   The policy and practice of the Group requires that all employees are afforded equal opportunities within employment and that entry into employment with the Group and progression within employment will be determined only by personal merit and the application of criteria which are related to the duties of each particular position. In all cases, ability to perform the job will be the primary consideration.

2.2.   The policy and practice of the Group also requires that all vendors, partners and contractors are treated in a professional and fair manner pursuant to agreed terms and conditions of engagement defined either at invitation, tendering, procurement or in the signed contracts and that any decisions to be made in relation to such individuals or entities are made purely on merit and application of agreed criteria related to the agreed scope of engagement.

2.3.   All employees, vendors, contractors and partners have a duty to co-operate with this policy to ensure equal opportunities and to prevent discrimination. All parties herein considered must not harass or intimidate others on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation and must not victimise or retaliate against any other party who make such allegations. Disciplinary/Corrective action will be taken against any party who breaches this policy and serious breaches will be treated as gross misconduct.

3.      CODE OF PRACTICE

The Group welcomes diversity amongst its employees, vendors and partners and seeks to ensure that all are treated fairly, and that selection is based solely on the abilities and qualifications as stipulated. The process must result in the selection of the most suitable person/entity for the opportunity having regard to experience and qualifications where necessary. As an employer committed to the principle of equality of opportunity, the Group will adhere to the following procedure for sourcing and selecting the best individual/entity:

3.1.   Selection Criteria

The selection process will be carried out consistently for all opportunities at all levels. Selection criteria for all opportunities will be clearly defined and reflected in the further particulars sent to all interested parties which will also include details of the Group’s commitment to equality of opportunity. Qualifications or requirements which would have the effect of inhibiting applications from members of particular groups, such as those of one sex, persons of a particular religion, marital status or sexual orientation, persons of a particular racial group, persons within a certain age bracket or those with a disability, will not be demanded or imposed except where they are justifiable in terms of the job/work to be done.

3.2.   Advertising

Opportunity advertisements will be widely publicised so as to encourage applications from all suitably qualified and experienced people/entities. In order to attract applications from all sections of the community, the Group will endeavour to ensure that advertisements are not restricted to areas or publications which would exclude or disproportionately reduce applications from a particular gender, religion, age group or racial group and should avoid prescribing requirements as to marital status or age. All opportunity advertisements placed on behalf of the Group will state the Group’s commitment to equality of opportunity.

3.3.   Selection Methods

The selection process will be carried out consistently for all opportunities at all levels. All those handling applications and conducting assessments must be aware of the national, regional, industry, international and BEMUGA Group principles which cover equal opportunities and anti-discrimination. The selection of new employees, vendors and partners will be based on job/work requirements and the party’s suitability and ability to execute the job/work and information sought from potential candidates will relate only to the qualifications for or requirements of the job/work.

3.4.   Interviews and Assessments

The staff responsible for shortlisting, interviewing, assessing and making or recommending an appointment will be clearly informed of the selection criteria and the need for consistency. Wherever possible, at least two people will evaluate and assess applicants according to the selection criteria.

For all Employment opportunities no questions will be based on age, assumptions about roles in the home and the family or the assumed suitability of different ethnic groups for the post in question. Where it is necessary to assess whether personal circumstances will affect the performance of the job (for example, if the job involves irregular hours or extensive travel) this will be discussed objectively and will be asked equally of all candidates. In the case of disabled applicants who identify themselves at the application stage, appropriate interview arrangements (such as accessible interview rooms or the assistance of a sign interpreter) should be offered to enable candidates to compete on an equal basis.

For all Procurement and Partnership opportunities, the specification of the requirements shall be guided by the established best statutes or criteria reasonably defined to professional standards for such an opportunity.

4.      TRAINING

To help meet the objectives of this policy the Group will provide training that:

  • increases awareness of the prevalence of and harmfulness of discrimination and prejudice on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation, and the needs and abilities of people with disabilities or other disadvantages;
  • examines the nature of discrimination, both direct and indirect, and the ways in which it can occur and can be prevented;
  • assists managers and employees to behave in ways that are non-discriminatory; and
  • explains the operation of and access to grievance and disciplinary procedures.

5.      PROMOTION OF EMPLOYEES

When considering candidates for promotion general ability will be the main requirement and no employee will be discriminated against on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation.

6.      GRIEVANCES AND DISCIPLINARY MEASURES

6.0.   Grievances

All allegations of discrimination on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation will be dealt with seriously and confidentially. Any employee, contractor, vendor or partner may use the grievance procedure to complain about discriminatory conduct. The Group wishes to ensure that all parties feel able to raise such grievances and no individual will be penalised for raising such a grievance, unless it is untrue and made in bad faith.

6.1.   Disciplinary Measures

Any employee, contractor, vendor or partner who harasses any other party on the grounds of race, religion or belief, colour, sex, age, national origin, disability or sexual orientation will be subject to the Group’s disciplinary procedure. In serious cases, such behavior will be deemed to constitute gross misconduct, and, as such, will result in contract termination and discontinuation of all services from such a party in the absence of mitigating circumstances.

7.      RECORD KEEPING

Details of all candidates and of selection decisions (including the rationale for selection or rejection) will be kept for at least six months after an appointment has been made in case they are required as evidence by a tribunal or for other proceedings.

The Group will keep records of the sex, ethnic group, age and any disability of its employees and of all candidates and of those shortlisted and appointed. Records may be used to determine whether members of one sex or persons of a certain racial group, religion or age bracket or those with a disability do not apply for employment or apply in smaller numbers than might be expected or are shortlisted or appointed in a lower proportion than their application rate or are concentrated in certain jobs.

The Group will investigate the practicalities of monitoring progression within employment, including access to training and development, promotion and grading.

8.      REVIEW OF SOURCING, RECRUITMENT AND PROCUREMENT PRACTICE

All related procedures and practices will be kept under review so as to ensure that this policy is being adhered to and to ensure that they do not include requirements or conditions which constitute, or may lead to, unlawful discrimination.