Diversity and Equal Opportunities

Diversity and Equal opportunities

It is Hamptons International’s policy to treat job applicants and employees in the same way, regardless of their sex, sexual orientation, age, race ethnic origin, religion or disability.

1. The company is an equal opportunity employer.  Equal opportunity is about good employment practices and efficient use of our most valuable asset, our Employees.  Every Director, Manager and employee has personal responsibility for the implementation of the policy.  Any instance of doubt about the application of the policy or other questions should be addressed to the Human Resources Manager, as should any requests for special training.
2. The company will not discriminate on grounds of sex, marital status, ethnic origin, colour, nationality, or other grounds of discrimination not prohibited by legislation such as sexual orientation age etc.
3. The policy applies to the advertisement of jobs, recruitment and appointment to them, training, conditions of work, pay and to every aspect of the employment.  The policy also applies equally to the treatment of our clients.  Staff involved in recruitment in particular should request training if they have any doubt about the application of this policy.
4. Employees should note that the imposition of a condition or requirement which has an adverse impact on someone, because his or her sex, race or marital status is more likely to be effected by it, will also be unlawful unless it can be justified on grounds of business need.  In all such situations the Human Resources Manager should be consulted.
5. Employees who are disabled or become disabled in the course of their employment should inform and may also wish to advise the company of any “reasonable adjustments” to their employment or working conditions which they consider would assist in performance of their duties.  Careful consideration will be given to any proposals of this nature and, where reasonable and reasonable practicable for the company to accommodate those proposals and where less favourable treatment may be justified in accordance with the statutory provisions. 
6. Any member of staff may use the grievance procedure to complain about discriminatory conduct. If the matter relates to sexual or racial harassment or harassment on the basis of disability then the grievance may be raised directly with the Human Resources Manager. The company is concerned that staff feel able to raise such grievance and no individual will be penalised for raising such a grievance unless it is untrue and made in bad faith.
7. Any employee who harasses any other employee on the grounds of race, sex or disability will be subject to the Company’s disciplinary procedure. In serious cases, such behaviour will be deemed to constitute gross misconduct and, as such, will result in summary dismissal in the absence of mitigating circumstances.
8. All employees and job applicants will be asked to complete a form denoting their sex, race, ethnic origin and any disabilities. The company guarantees that this form will be used for the purpose of monitoring the effectiveness of its equal opportunities policy only.