Equal Opportunities Policy

Responsibility
This policy applies to all our staff. The Quality Representative is responsible for ensuring that the policy is implemented. However, all employees have a responsibility in their area to ensure that the aims and objectives of the policy are met.

Resources
We will ensure that resources are available to enable us to achieve our objectives and targets.

Objectives
WASP PFS (a trading name of Separ UK Ltd) pride themselves on the approach to customers, products, business practices and staff. To that end, they are an equal opportunity employer and as such commit to a policy of treating all employees and job applicants equally.

It is the policy of the group to take all reasonable steps to employ and promote employees on the basis of their abilities and qualifications without regard to race, religion, colour, sex, age, national origin, disability, or sexual orientation. The group will appoint, train, develop and promote on the basis of merit and ability alone.When searching for new employees, our recruitment process must result in the selection of the most suitable person for the job in respect of experience and qualifications alone.

Recruitment advertising (both in print and online) must positively encourage applications from all suitably qualified and experienced people. When advertising job vacancies, in order to attract applications from all sections of the community, as far as reasonably practicable the group will ensure advertisements are not confined to those areas or publications which would exclude or disproportionately reduce the numbers of applicants of a particular gender or racial group.

Furthermore we will ensure we avoid prescribing any unnecessary requirements which would exclude a higher proportion of a particular gender or racial group and avoid prescribing any requirements as to marital status. Where vacancies may be filled by promotion or transfer, they will be published to all eligible employees in such a way that they do not restrict applications from employees of any particular race or gender

The group will not recruit new employees solely on the recommendation of an existing employee. The setting of age limits, as a matter of general recruitment policy or as a criterion of any specific job, must be justifiable and non-discriminatory.

The selection process will be carried out consistently for all jobs at all levels. The group will ensure that this equal opportunities policy is available to all staff and in particular is given to all staff with responsibility for recruitment, selection and promotion. The selection of new staff will be based on the job requirements and the individual's suitability and ability to do, or to train for, the job in question.

Applications to any advertised positions will be processed in the same way. The staff responsible for short-listing, interviewing and selecting candidates will be clearly informed of the selection criteria and of the need for their consistent application.

Wherever possible, all applicants will be interviewed by at least two people. All questions that are put to the applicants will relate to the requirements of the job. If it is necessary to assess whether personal circumstances will affect the performance of the job, this will be discussed objectively, without detailed questions based on assumptions about race, religion, sex, age, national origin, disability, sexual orientation, marital status, children and domestic obligations. All persons responsible for selecting new employees, employees for training, or for transfer to other jobs, will be instructed not to discriminate on gender or racial grounds and on the grounds of the employee’s disability or sexual orientation