Equal Opportunities Employment Policy
Apple Wellbeing 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 services and reasons for termination of employment.
To ensure that this policy is operating effectively (and for no other purpose) the company/etc maintains records of employees’ and applicants’ racial origins gender and disability.
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.
Apple Wellbeing’s long term aim is that the composition of our workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce. Where necessary, special steps, as permitted by the relevant acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for vacancies on a genuine basis of equality.
Apple Wellbeing’s EOEP, and the measures to implement it have been devised on the basis of advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives.
The managing director is responsible for the effective operation of Apple Wellbeing’s EOEP.
A copy of the EOEP is available from all facilities of Apple Health and Fitness Ltd, the registered parent company of Apple Wellbeing or via the website at www.applewellbeing.com.
Policy Specifics
Vacancy Advertising
Wherever possible, all vacancies will be posted simultaneously both internally and externally.
Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.
Wherever job centres, careers offices, schools, colleges etc will be notified of job vacancies. Plus significant minority/press/media and organisations will receive information relating to minority group rolls.
All vacancy advertisements will include an appropriate short statement on equal opportunity.
Selection and Recruitment
Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.
Wherever possible, women, minorities and disabled persons will be involved in the shortlisting and interviewing processes.
Reasons for selection and rejection of applicants must be recorded.
Positive Action - training, promotion and conditions of service
Underrepresented groups will be encouraged to apply for training and employment opportunities with Apple Wellbeing. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.
Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.
Personnel Records
In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees’ and job applicants’ gender, racial origins 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 controlled.
Such records will be analysed regularly and appropriate follow-up action taken.
General
The objectives of this EOEP are to:
Ensure that Apple Wellbeing has access to the widest labour market and secures the best employees for its needs.
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 Apple Wellbeing and themselves.
Achieve an ability-based workforce which is line with the working population mix in relevant labour market areas.
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 Practise, lies with Apple Wellbeing. 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.
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