Recruitment Equal Opportunities 

Equal Opportunities

Tollfree Networks is committed to being a business in which equality of opportunity is a reality. We are committed to ensuring that all individuals are treated fairly, with respect, and are valued irrespective of age, disability, employment status, gender, sexual orientation, marital status, race, religion, nationality, social class and membership or non-membership of a trade union. 

Recruitment and Selection
 
We will take all reasonable steps to recruit, employ, promote and reward and develop employees on the basis of ability, skill and qualification, without regard to sex, sexual orientation, race, colour, religion, national origin, age, disability or personal background. 

All job applicants will be treated fairly and equally. Applicants will be considered on their merits and skills for employment, career development and promotion without discrimination. 

All employees of Tollfree Networks have the right to work in an environment free from discrimination, prejudice and all forms of harassment or bullying.

Discrimination and Harassment

Discrimination or harassment by any member of Tollfree Networks, or victimisation or anyone who has complained of such, will be regarded as misconduct and dealt with through the appropriate disciplinary procedures.

Any member of Tollfree Networks who believes themselves to have been the subject of discrimination or harassment may make use of the procedures laid down in the Company handbook or any other appropriate procedures.

Monitoring 

Tollfree Networks will ensure that all aspects of our equal opportunities policy are regularly reviewed to ensure its legal compliance and relevance to the working environment. Coordination of the monitoring procedure will be the responsibility of the Personnel Department.

Specialist Bodies

Where it is deemed helpful the advice and guidance of the relevant specialist bodies involved in equal opportunities will be sought.

What is Harassment?

Harassment can be difficult to define. Differences of attitude or culture and the misinterpretation of social signals can mean that what is perceived as harassment by one person may not seem so to another. However, the defining features are that the behaviour is unwanted by the recipient and would be regarded by harassment by any reasonable person.

Harassment occurs when another person's behaviour causes discomfort or humiliation to the recipient, interferes with their job performance, academic grades or prospects, or creates a threatening, hostile or intimidatory environment for the employment, study or social life.

Sexual Harassment

Sexual harassment can be physical or verbal.

• Physical - Ranges from touching or patting to indecent assault or rape.

• Verbal - Ranges from sexually suggestive remarks or compromising invitations to aggressively foul language, unwanted demands for sex, or displays of pornographic or degrading pictures or objects in the company environment, including computer screens.

Racial Harassment

Racial harassment includes:

• derogatory name calling.

• insults and racist jokes.

• racist graffiti, objects or pictures in the Company environment.

• threats and verbal abuse.

• ridicule or comments implying that a person's race impairs their ability.

• physical assault and unwelcome physical contact.

Bullying

Bullying may be defined as any vindictive, cruel, malicious or humiliating treatment or behaviour such as:

• picking on people unfairly

• making unfounded criticisms

• isolation or non-cooperation at work

• aggressive behaviour or conduct, physical or verbal

In all cases, the person to whom the complaint has been made will advise the alleged harasser that a formal complaint has been made and that they have the right to be supported by a representative. Separate investigatory meetings will be held with both you and the alleged harasser, accompanied by a representative if desired. The purpose of these meetings will be to discuss the problem and arrive at a resolution.

If the person to whom the complaint has been made considers it appropriate, or if the problem is not resolved at this stage, the complaint will be submitted in writing: where the complaint is against a member of staff - to the Managing Director.