“The MCA is an Equal Opportunities Employer. All staff are entitled to receive fair and equal treatment in all areas of their working life, irrespective of your race, ethnic or national origin, age, religion or belief, sex, gender identity, marital status, disability, sexual orientation, working pattern, employment status, caring responsibility or trade union membership.”
This policy also applies to our treatment of the people we work with, visitors to our offices, contractors undertaking works and the people who rely on our services. We also have a commitment to ensure that the policies, which affect our customers, are free from any discriminatory factors.
MCA is committed to an appraisal system that is fair, open, objective, and based solely on performance. All staff are responsible for ensuring that the Agency’s legal obligations and equal opportunity policies are put into effect. Particular care should be taken to guard against the more subtle and unconscious varieties of discrimination arising from pre-conceived ideas about capabilities or characteristics of particular groups.
The Agency supports work-life balance initiatives which enable individuals to strike a balance between work and home. Care should be taken in order not to discriminate against staff who do not appear to join in what may be considered “normal” team and social activities such as social events outside the office, due to constraints on their working hours or for any other personal or cultural reasons.
The Agency is committed to providing reasonable adjustments as defined by the disability provisions of the Equality Act 2010 in order that any member of staff with a disability can continue to perform their role within the agency. This may include
In accordance with the Dignity at Work Policy, the MCA is committed in providing a working environment that is free from hostility, harassment, bullying and victimisation, and where each employee’s personal dignity is respected. The MCA will not tolerate any form of hostility, harassment, bullying and victimisation. In some circumstances this type of behaviour may be unlawful. We all have a responsibility to take account of our own actions and behaviours in the workplace, as we are all personally liable.
What to do if you feel that you have been discriminated against
Any employee who feels that they have been subjected to discrimination or harassment should, in the first instance, discuss the issues with either their Line Management, HR Consultant,Trade Union Representative or Counseling Support Services. Further information regarding the grievance procedure is contained in the Staff Handbook which is available on the m-net (the Agency's intranet).
Queries or comments on all employment aspects of diversity should be referred to your HR contact or to one of the three diversity champions, Chris Thomas, Richard Wilson or Gareth Jones.