Equal Opportunities Policy

Introduction

Sjölander da Cruz Architects is committed to the principle of equal opportunities in employment, i.e. promoting equality in the treatment of members of its personnel regardless of sex, ethnic origin, disability, sexual orientation or religion; improving the gender distribution in all job categories and at all levels; ensuring a professional environment free from discrimination and harassment.

In this context, the practice aims in particular:

• To ensure fair treatment in all recruitment and promotion actions.

• To increase women's participation at all levels and particularly in activities where they are currently under-represented.

• To provide support and maintain a positive attitude towards the needs of working parents.

• To facilitate career development for all personnel through appropriate training and other actions.

• To provide a professional environment free of discrimination or harassment and enable all personnel to work in an atmosphere of safety, dignity and mutual respect.

• To promote policies and practices that encourages equality of opportunity in all respects.

This statement applies to all Sjölander da Cruz employees and directors. The practice will endeavour to ensure that these aims are extended to all persons working for us, wherever applicable.

Policy

Sjölander da Cruz Architects recognizes that by encouraging and managing diversity in our workforce and by eliminating discrimination we can more effectively meet our objectives and so more effectively meet the needs of our clients and the public.

In pursuance of the above Sjölander da Cruz Architects is fully committed to both the spirit and letter of the law in relation to equal opportunities and anti-discrimination.

Principles

The aim of this policy is to ensure that no job applicant or employee:

• receives less favourable treatment, which cannot be justified, on the grounds of sex, sexual orientation, parental status, disability, race, religion or belief, age, part-time working, spent convictions, or when exercising any statutory right.

• will be discriminated against on the grounds of sex, sexual orientation, parental status, disability, race, religion or belief, age, part-time working, spent convictions, or when exercising a statutory right in relation to any employment policy, procedure or terms and conditions of employment.

Disability includes a number of conditions in addition to more obvious physical and mental disabilities, for instance HIV.

Implementation

Directors and all employees have responsibility for being aware of and implementing this policy, a copy of which will be issued to all employees.

In particular:

The Practice

Has a responsibility for ensuring that:

• resources are available to promote equal opportunities and discrimination in the workplace and at workplace related events and to deal effectively with complaints

• this policy is communicated effectively to all employees and that appropriate induction and training is provided

• all managers and supervisors are aware of their responsibilities

• monitoring takes place to review the effectiveness of this policy

Directors

Have responsibility for ensuring that:

• their employees are made aware of this policy both within the workplace and at any work-related events

• they support employees who make complaints, maintain confidentiality and give clear advice on how to pursue their complaint

• action is taken to deal with any discriminatory behaviour which occurs within the workplace and at workplace related events

All employees

Have the responsibility for ensuring that:

• they comply with this policy both within the workplace and at any work-related events

• if they are aware of such discriminatory behaviour that they report it to a Director

Recruitment practices

The directors have the responsibility of:

• implementing open recruitment methods such as the use of job centres, careers service or press advertisements.

• Regular monitoring of the number of job applicants from different gender, disability and ethnic groups.

Complaints

Behaviour or treatment which is contrary to the content or spirit of this policy will not be tolerated.

If you have a complaint then you are encouraged in the first instance to seek advice and support from a Director in an endeavour to resolve the matter informally.

If your complaint cannot be resolved informally then you should raise the matter in writing.

An employee who is found to have acted contrary to this policy will be subject to disciplinary action being considered, with penalties up to and including dismissal.

Malicious or unwarranted complaints

Sjölander da Cruz Architects will take very seriously any malicious or unwarranted allegations of discrimination and will take appropriate disciplinary action where necessary.

This policy does not form part of your contract of employment nor is it intended to confer legally enforceable rights upon you. Nevertheless, you are expected to comply with this policy at all times and failure to do so may result in disciplinary action.