1. GOOD PRACTICE IN EQUAL OPPORTUNITIES
• Policy Statement
C1 India confirms its commitment to a comprehensive policy of equal opportunities in employment in which individuals are selected, trained, appraised, promoted and otherwise treated on the basis of their relevant merits and abilities and are given equal opportunities within the company. No job applicant or employee will receive less favourable treatment on the grounds of race, colour, nationality, ethnic or national origins, gender, marital status, sexuality, disability, religion, political belief, socio-economic background, parental status, age (subject to normal retirement age in the case of staff) or trades union membership. The Company is committed to a programme of action to ensure that this policy be fully effective.
1.2 The Company has determined that all applicants for employment or for admission, and subsequently staff at work or on a course of training at C1 India, should be made aware of the Company's commitment to equal opportunities and the removal of unlawful discrimination and other forms of discrimination which is good practice to prevent.
1.3 The policy statement and all succeeding good practice will be equally applicable to all areas of the Company.
1.4 Equal opportunities shall apply to all aspects of the Company's academic, environment and cultural activities and will apply to all persons irrespective of their contractual employment with the Company.
1.5 Where employees have communication difficulties or have a limited knowledge of English or regional language, methods will be found to assist understanding of the equal opportunities policy.
2. Victimisation
At C1 persons who victimise individuals will be subject to the disciplinary procedure of the Company.
3. Positive Action
• Training employees (male or female) for work, which is traditionally the preserve of the other gender.
• Giving positive encouragement for women or men or people from ethnic minority groups to equip themselves for posts in areas where they are under-represented.
• Placing advertisements which encourage applications from the minority gender or racial group, but which make it clear that selection will be made without reference to gender or race.
• Once applications are received, applicants are treated equally and selection is based purely on the criteria already defined for the post.
• The Company intends, where appropriate, to take advantage of those sections of the Sex Discriminations Act, and the Race Relations Act, which allow for positive action.
4. Responsibility for Implementation of the Policy
4.1 The Company has determined that the Equal Opportunities Policy should be coupled with a positive commitment by its senior officers and managers, to ensure its full implementation.
4.2 The Company has deputed the HR Head who has the overall responsibility for ensuring formulation, implementation and monitoring of the Company's Equal Opportunities Policy.
4.3 The Company identifies from its existing staff, who is suitably qualified and trained officer with a proportion of working time devoted to matters of equal opportunity. The officer amongst other things, have responsibility for advising the Company's senior management, and other appropriate staff and committees of the Company, in matters of equal opportunities.
5. Equal Opportunities – Staff
5.1 The Company has issued guidance to members of staff likely to be appointed to selection panels in good selection practice.
5.2 All applicants are given similar consideration during the shortlisting process (physically challenged etc. are taken care)
• We give careful consideration to the membership of interview panels for posts to take account of principles of equal opportunities. Members of selection panels ensure fair treatment by asking comparable questions of all candidates and by asking questions, which relate only to the requirements of the job; we generally avoid questions, which may be construed as discriminatory, eg. questions about religious or political views, marriage plans, marital status, family intentions, children, or domestic responsibilities.
6. Harassment Procedures
6.1 C1 India is committed to a working and learning environment free from unlawful discrimination.
6.2 The harassment procedures are made known to all existing and new staff members.
6.4 The Company recognises that it has a duty to ensure that its harassment procedures are understood by all employees.
6.5 As personal harassment can seriously affect working and social conditions for staff, any incidents of harassment will be considered as extremely serious and may be grounds for disciplinary action which could lead to dismissal or expulsion.
7. Work Environment
The Company is committed to maintaining and developing an environment, which encourages all members of staff to contribute fully on an equal basis to the health of the Company. The environment shall be supportive of the dignity and self esteem of individuals and free from harassment.
8. Working Arrangements
8.1 Wherever practicable, the Company will give sympathetic consideration to members of staff whose personal circumstances change or to job applicants with special needs and will endeavour to accommodate these through agreement on retraining, reemployment, and/or alternative working arrangements and extended leave arrangements. Specific guidance is given on working arrangements for people from ethnic minorities and people with disabilities.
8.2 It is recognised that such arrangements help to enlarge the potential labour pool, reduce time and expenditure on recruitment induction and training of new employees and improves efficiency. Some of the arrangements done by us are:
a) enhanced maternity/paternity leave;
b) leave without pay to care for dependants;
c) working part time, term time or flexi time;
d) working at home;
e) job sharing schemes.
9. Company Procedures
9.1 The Company seeks to use non-discriminatory language in all its internal and external documents, official correspondence, publications, and other communications.
9.2 The management is kept under constant review to ensure that minority groups and women have appropriate representation.
10. Monitoring and Reviewing
The Company acknowledges that the monitoring and review of equal opportunities policies is essential in order that it may:-
* assess the employment situation with regard to particular groups;
* identify areas where change or improvements to policies or procedures may be needed;
* identify the need for training;
* measure progress;
