Equal Opportunities & Equality Policy

We are an equal opportunities employer. We are committed to ensuring that all our staff and applicants for employment are protected from unlawful discrimination.

The Alexandra Practice is committed to the following principles for both patients and employees and associates:

  • provide equality, fairness, and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment (including trans status), gender identity, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex (gender) or sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The Alexandra Practice therefore commits to:

  • encourage equality and diversity in the workplace as they are good Practice and make business sense
  • create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes: training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment and in its practices, prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand: they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, service users, suppliers and the public

  • take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

Such acts will be dealt with: as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

Further, sexual harassment may amount to: both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

  • All staff must ensure there is no discrimination in the way that people with protected characteristics are cared for by the Practice. This means to take into account the needs of all patients and not treat someone less favourably because of their age, disability, gender reassignment (including trans status), gender identity, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex (gender) or sexual orientation
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act) Training will be offered equally at all times
  • review employment Practices and procedures when necessary to ensure fairness, and also update them and this policy to take account of changes in the law
  • monitor the make-up of the workforce regarding age, disability, gender reassignment (including trans status), gender identity, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex (gender) or sexual orientation
  • Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in Practice, reviewing them annually, and considering and taking action to address any issues
  • Details of the Practice grievance and disciplinary policies and procedures can be found at later within this handbook. Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination