Diversity Policy
Policy Statement
Cogent, as a transnational, multicultural roup, is committed to providing an environment that:
- Recognises and values the differences in employees backgrounds and skills and provides equality of opportunity for all employees' regardless of sex, sexual orientation, part-time or fixed term status, parental responsibilities, marital status, race, colour, national or ethnic origin, disability, marital status, religion, political views or age;
- Maximises the benefits available from a diverse workforce;
- Believes that all employees have a right to be treated with dignity and, as such, will not tolerate any form of harassment;
- Recognises that effective practices to promote work-life balance will benefit the organisation and its employees;
- Respects local customs and good practice in different countries and regions;
- Recognises recruitment, development, remuneration and promotiom will be on the basis of ability, competence, performance, the requirements of the job and similar relevant objective criteria. All employees will be encouraged to take advantage of available and relevant training facilities and opportunities for advancement.
Cogent will seek to ensure that all employees recognise their personal responsibility for the practical application of the policy. However, the company acknowledges that specific responsibilities fall upon management to ensure that it is correctly applied.
An employee who believes that he or she has not been treated on an equal basis contrary to this policy may raise the matter within the normal grievance procedures appropriate to the place of work.
Separate procedures on handling harassment are set out in the Dignity at Work Policy.
Policy Standards
Recruitment and promotion
In external recruitment exercises we will aim to attract the skills required for the role by advertising vacant posts as widely as possible. No recruitment literature or advertisements will imply a preference for any one group of applicants.
Recruitment and employment decisions will be made on the basis of fair and objective criteria.
Job descriptions and working patterns
Job descriptions and/or person specifications will include only those requirements, qualifications and characteristics that are essential or desirable for the effective performance of the role. It will be made clear which items are essential and which are only desirable.
Whilst it is permissible to indicate the standard hours of a job and/or that it is full time, if an employee or applicant wishes to propose some other pattern of work, this will be carefully considered.
Selection
All selection interviews and short listing will be conducted on an objective basis and deal only with the individual’s suitability for the job, taking into account their
skills and experience.
Questions will only be asked during interview about a candidate’s personal and domestic circumstances or plans if they relate to the job requirements, and will then be asked of all candidates for the post.
Training
Employees will be provided with appropriate training (depending on the needs of the business) to enable them to improve their performance and to achieve the performance standards and targets set for them by the company.
Disabilities
The requirements of job applicants and existing members of staff who have a disability will be reviewed to ensure that reasonable adjustments are made to enable them to perform as well as possible during the recruitment process and whilst employed by the company.
Opportunities for promotion, access to benefits and facilities of employment will not be unreasonably limited and all reasonable adjustments will be made.
All reasonable measures will be taken to ensure that disabled staff are given the opportunity to participate fully in the workplace, in training and career development opportunities.
Monitoring
In accordance with recommended practice, the company monitors the ethnic, gender, age and disability composition of its staff and applicants for jobs on an anonymous basis.
Responsibilities
The company will ensure that all its policies and procedures are kept regularly under review to ensure that they operate within this Diversity Policy. Managers have particular responsibility for the implementation of this policy, but all employees are required to ensure that the policy is maintained and implemented.
Special responsibility for the practical application of the company's Diversity Policy falls upon managers and supervisors involved in the recruitment, selection, promotion and training of employees, and/or conducting the company’s grievance and disciplinary procedures. These special responsibilities give rise to training needs for which provision will be made.
Complaints
In the first instance, an employee who has a complaint relating to Diversity may prefer to raise the matter informally, either directly with the individual concerned, their line manager or with a member of the Human Resources Department.
Alternatively, or if the complaint has not been resolved informally, the matter should be reported formally in writing to the line manager or a member of the Human Resources Department who will investigate the matter in accordance with the Company's grievance procedure.
Failure to observe the standards of this policy will result in an investigation and may result in disciplinary action being taken.
Serious breaches of this policy may result in summary dismissal.
