Transform Architects considers any form of discrimination (ie treating one person less favourably than others) is unacceptable in terms of good practice, social justice and legal duty.
The Practice recognises that discrimination can be direct or indirect and can take place at a personal or at an institutional level.
Direct discrimination indicates the treatment of a person less favourably on grounds of
gender, marital status, race, sex, disability or sexual orientation.
Indirect discrimination is defined as the application of any requirement or condition, which, though applied equally to everybody, is such that a considerably smaller proportion of people of one group can comply with it than the proportion of other people, unless the requirement or condition can be shown to be justifiable irrespective of gender, marital status, race, sex, disability or sexual orientation.
Our policy statement:
(i) The Practice is opposed to discrimination in any form, direct or indirect, and at all levels, and is committed to take all steps within its power as an employer to counteract it.
(ii) The Practice will seek to ensure that no one receives less favourable treatment or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.
(iii) The Practice will seek to ensure that all individuals will be treated fairly and equally and any decisions on recruitment and selection will be based on the essential job criteria.
(iv) The Practice will respect community diversity and seek to ensure that all vacancies are accessible to all sectors of the community.
(v) The Practice will seek to ensure good communications with all groups.
(vi) The Practice will comply with existing relevant anti-discrimination legislation and codes of practice in employment.
(vii) The Practice will ensure that the Policy will be a condition of service and all members of staff will abide by it.
Legal and statutory obligations:
This policy is a condition of service in accordance with the relevant legislation, in particular:
The Human Rights Act 1998
The Race Relations (Amendment) Act 2000
The Disability Discrimination Act 1995
Employment Act 2002
Sex Discrimination Act 1975.
Responsibilities of the employees:
The success of any policy depends on the degree of commitment of all employees. Consequently it is the responsibility of all employees to ensure that this policy is applied in practice. All staff will be expected to challenge discriminatory behaviour and draw to the attention of management any instances of discrimination.The Director bears overall responsibility for the successful implementation of the policy. In addition the Practice will abide by the terms and conditions of this policy and to ensure no discrimination occurs in the services it provides.
Responsibility of the Practice as employer:
The Director bears overall responsibility for the successful implementation of the policy. In addition the Practice will abide by the terms and conditions of this policy and to ensure no discrimination occurs in the services it provides.
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