High Profile Contacts Limited ("High Profile") is committed to being an equal opportunities employer. High Profile recognises the benefits that derive from a diverse workforce. It is logical for High Profile to ensure that its most important resource, its staff, is treated in a fair, valued and respectful way.

High Profile is committed to eliminating discrimination and providing equal treatment in all practices, policies and procedures in all areas of employment, regardless of race, nationality, colour, ethnicity, sex, marital status, sexual orientation, religion or belief, age, or disability.

This policy relates to any person employed by High Profile including all staff and directors. It also dictates High Profile's approach to any person the company has dealings with, including: consultants, clients and job applicants. At High Profile we embrace diversity by valuing and respecting difference.

It is unlawful to discriminate against individuals either directly or indirectly on the grounds of race, nationality, colour, ethnicity, sex, marital status, sexual orientation, age, or religion or belief. It is unlawful to directly discriminate against individuals on the grounds of disability.

The Equal Pay Act 1970, Employment Equality (Religion or Belief) Regulations 2003, Civil Directorship Act 2004, Sex Discrimination Act 1975, Race Relations Act 1976, Employment Equality (Sexual Orientation) Regulations 2003, and the Employment Equality (Age) Regulations 2006 are the relevant Acts (some of which have been amended by subsequent legislation). Regard must also be had to the Disability Discrimination Act 1995 and 2005. Whilst High Profile has tried to interpret the legislation as accurately as possible, the relevant statutory provisions prevail over this policy. Codes of Practice relating to race, sex and disability discrimination have been produced by the Commission for Racial Equality, the Equal Opportunities Commission and the Disability Rights Commission and have been implemented as the basis for this policy. High Profile is committed to implementing these codes and any future codes of practice.

The company prohibits unlawful discrimination and will provide equal opportunities in all aspects of employment including, but not limited to; recruitment, promotion, opportunities for training, pay and benefits, terms of employment, discipline and selection for redundancy. Candidates for employment or promotion will be assessed objectively against the requirements for the position, taking account of any reasonable adjustments that may be required for candidates with a disability. Reasonable adjustments will be considered throughout all stages of the recruitment and promotion processes so as not to disadvantage those with disabilities. When considering a disabled candidate's suitability for a position, they will be assessed on the assumption that any reasonable adjustments have been made or will be made.

Selection procedures and criteria will be fair, appropriate and objective. Each candidate will be assessed according to their merits and their capabilities to carry out the job. Any criteria which disadvantages certain protected groups will be included only when justifiable and necessary with regards to the job to be done.

Dealings with third parties: Where the Company instructs or utilises the services of agencies, contractors or sub contractors, they shall where appropriate, be informed that the Company is an equal opportunities employer and shall be asked to abide by the company's policies on diversity and equal opportunities. They will also be provided with a copy of this policy on request.

Every employee and director is required to assist High Profile in meeting its commitments to provide equal opportunities in all aspects of employment and prevent unlawful discrimination.

Employees can be held personally liable as well as, or instead of, High Profile for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence. The company is also committed to protecting its employees and directors from discrimination by third parties. Any employee or director who has concerns about the conduct of clients or other persons outside the company towards him or her in the course of employment should speak to the Managing Director.

Disciplinary and grievance procedures: The Company will not tolerate discrimination in any form and any acts of discrimination; less favourable treatment, failure to make reasonable adjustments, harassment or victimisation on any prohibited grounds by employees and directors of the Company could result in disciplinary action and may constitute gross misconduct.

This policy applies to all who work and are employed by High Profile, including directors. Failure to abide by or adhere to this policy may result in disciplinary action being taken.

Any employee who believes that discrimination is taking place, should initially talk to the HR director. Employees may also make a formal complaint by using the Company's grievance procedures. Any other individual who believes that discrimination is taking place, whether they be contracted to work for the Company, or with whom the Company has dealings, should initially raise any concerns or complaints with the HR director.

This policy applies to all those working at High Profile, including agency, freelance staff as well as employees and directors. Aspects of this policy may need to be applied in different ways for those who are not employees. This policy will be monitored periodically by High Profile to judge its effectiveness. This policy does not form part of any contract of employment and does not create contractual rights or obligations. It may be amended by High Profile at any time.

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