Equal Opportunity Policy

IKUT & Associates is committed to providing equal opportunities in service. IKUT does so regardless of the individual's sex, marital status, sexual preference, creed, colour, race, ethnic origin, nationality, age or disability.

This policy has been produced:
  • to ensure that no client receives less favourable treatment than another because of their sex, marital status, sexual preference, creed, colour, race, ethnic origin, nationality, age or disability;
  • to make the most effective use of providing clients with effective services;
  • to demonstrate our intention to be an equal opportunity service provider in order to attract, retain and motivate high calibre clients or individuals; and
  • in line with our principles as a company to ensure the celebration of cultural diversity and the encouragement of others who work with us to understand, support and act creatively to implement this policy.
  • We accept our responsibility to ensure that no client is discriminated against as defined by the provisions of the:

  • Race Relation Act 1976, Amended Race Relations Act 2000
  • Sex Discrimination Act 1975
  • Disability Discrimination Act 1995
  • Equal Pay Act 1994
  • This policy refers to the terms detailed below and in so doing encompasses the following definitions:-

  • Sexual Harassment - This is unwanted conduct of a sexual nature or other conduct based on sex affecting the dignity of both women and men at work. It is distinguished from mutual, acceptable, friendly or social behaviour which may occur during contacts between people at work or during the provision of any given services.
  • Sexual harassment refers to behaviour which is unsolicited, repeated and personally offensive to the recipient and can also relate to unwanted sexual advances in a work related social environment.
  • Racial Harassment - This includes a wide range of abusive and/or threatening behaviour. It can be defined as any hostile act or expression on racial grounds by a person of one racial or ethnic origin against another, or incitement to commit such an act.
  • Bullying - This relates to abusive, intimidating, malicious or insulting behaviour, abuse of power, or unfair sanctions which make the recipient feel upset, threatened, humiliated or vulnerable and which undermines their self-confidence and may cause them to suffer stress.
  • Any client who feels that they are unfairly treated should raise the issue through the ACAS, Euston Tower, 286 Euston Road, London, NW1 3JJ. Tel: 020 7396 0022. All such complaints will be treated seriously, investigated thoroughly and will be dealt with speedily and in confidence.

    Prior to initiating the complaint, the client may, if appropriate:-

  • attempt to make clear to the person(s) responsible for the unfair treatment that they regard the behaviour as unacceptable;
  • this informal approach will be dealt with in total confidence, and the client will not be obliged to take the complaint further. Where appropriate, support and counselling may be provided either internally or externally, if appropriate;
  • if the Company's investigation reveals that a complaint is valid, prompt action will be taken to stop the unfair treatment and prevent a recurrence. Such action will not be to the detriment of the client who has been the subject of the unfair treatment; and
  • If the complaint is not resolved informally, or if the unfair treatment resumes or continues, a complaint may be raised under the ACAS Complaints Scheme; and
  • If the Company's investigation later reveals that a complaint is valid, prompt action will be taken to stop the unfair treatment and prevent a recurrence. Such action will not be to the detriment of the client who has been the subject of the unfair treatment;
  • Clients should note that:- Where the ACAS Complaint Scheme is used, they will be invited to be accompanied to any meeting by a colleague and/or outside friend if they wish;
  • discussions and investigations into complaints of unfair treatment will be handled with sensitivity and in confidence, with due regard for the rights of both the client who feels that they have been unfairly treated and the person(s) against whom the complaint has been made; and
  • it is both unacceptable to us and illegal to victimise anyone who has made allegations of discrimination. Breaches of this policy will be dealt with through the Disciplinary Procedure.
  • The Company will view any allegations of harassment very seriously and ensure that our workplace is free from intimidation. Breaches of this policy will be dealt with through the Disciplinary Procedure.

    Forms of harassment may include physical contact ranging from unwanted touching to serious assault; verbal and written harassment through jokes, offensive language, gossip and slander, sectarian songs and letters, visual display of pictures, posters, graffiti and obscene gestures, isolation or non co-operation at work and exclusion from social activities, coercion ranging from pressure for sexual favours to pressure to participate in political/religious groups, intrusion by pestering, spying or being followed.

    It is unlawful to put pressure on others to discriminate. We will view any allegations relating to clients instructing or imposing pressure on other clients to discriminate very seriously. Breaches of this policy will be dealt with through the Disciplinary Procedure.

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