Monocle International)aims to be an equal opportunity employer, and has a policy for this purpose. This policy covers all aspects of employment, from vacancy advertising, selection recruitment* and training to conditions of service and reasons for termination of employment.
To ensure that this policy is operating effectively (and for no other purpose) Monocle International maintains records of employees’ racial origins, gender and disability. Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.
Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. Our processes, procedures and practices are regularly reviewed to reflect changing policy and learning.
Monocle International is committed to equal opportunities both in the context of our status as an employer and as Consultants to our Clients. The recruitment practices of both our Clients and us are compliant, as is every aspect of our employment practice.
Monocle International will ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of Monocle International and themselves.
The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy’s objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with Monocle International.
Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.
All employees are inducted in respect of their responsibilities and the importance of adherence to this policy.
Our board of directors has overall responsibility for the effective operation of this policy and for ensuring compliance with discrimination law. Day-to-day operational responsibility for this policy, including regular review of this policy, has been delegated to the Head of HR & Operations Philippa Hargreaves France.
All managers and supervisors have responsibility for implementing the spirit and letter of this policy and all associated legislation. Line Managers are also responsible for ensuring that each employee is made aware of the policy and the serious implications of breaches of this.
Managers are also responsible for ensuring that they promote equal opportunities in their actions and that they lead by example.
The Company recognises all associated legislation including:
The Sex Discrimination Act 1975 (updated 1986)
The Equal Pay Act 1970 (updated 1983)
The Race Relations Act 1976 (amended 2000)
The Disability Discrimination Act 1995
Sex Discrimination (Gender Reassignment) Regulations 1999
The Crime and Disorder of Offenders Act 1974
The Rehabilitation of Offenders Act 1974
The Human Rights Act 1998
The Flexible Working Act 2003
Age Discrimination Regulations 2006
*Candidate profiles sent to our clients may contain words used by the candidate himself/herself and therefore may not be endorsed or monitored by Monocle International.