Equal Opportunities Questions

I1 - Is it the policy of the Relevant Organisation as an employer to comply with the statutory obligations under the Equal Pay Act 1970, Race Relations Act 1976, the Sex Discrimination Act 1975, the Disability Discrimination Act 1995, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Age) Regulations 2006 (together being the "Equalities Legislation"), which apply in the United Kingdom, or equivalent legislation that applies in the countries in which the Relevant Organisation employs staff?

Yes / No

I2 - Is it the policy of the Relevant Organisation as an employer to promote equality as set down in the Equalities Legislation or equivalent?

Yes / No

I3 - If the answer to questions I1 and/or I2 is 'No', please provide other evidence to show how the Relevant Organisation promotes equality in employment.

I4 - In the last three years has any finding of unlawful racial discrimination in the employment field been made against the Relevant Organisation by any court, employment tribunal or employment appeal tribunal or in comparable proceedings in any other jurisdiction?

Yes / No

I5 - In the last three years has the Relevant Organisation been the subject of formal investigation by the Commission for Racial Equality (CRE) or the Disability Rights Commission (DRC) or the Equality and Human Rights Commission (EHRC) (or comparable body) on grounds of alleged unlawful discrimination in the employment field?

Yes / No

I6 - If the answer to question I5 is yes or in relation to I6, the CRE, DRC, EHRC or comparable body made a finding adverse to the Relevant Organisation, what were the breaches and what steps did the Relevant Organisation take in consequence of that finding?

I7 - Is the Relevant Organisation's policy on race relations and equality promotion set out:

•  In instructions to those concerned with recruitment, selection, remuneration, training and promotion?

Yes / No

•  In documents available to employees, recognised trade unions or other representative groups of employees?

Yes / No

•  In recruitment advertisements or other literature?

Yes / No

•  If asked, could the Relevant Organisation supply examples of the instructions, documents, recruitment advertisements or other literature?

Yes / No

I8 - Are the staff of the Relevant Organisation who have managerial responsibilities required to receive training on equal opportunities?

Yes / No

I9 - Does the Relevant Organisation observe as far as possible the CRE's Code of Practice for Employment, the Disability Rights Commission's Statutory Code of Practice on Employment and Occupation and the Code of Practice on the Disability Equality Duty, or a comparable statutory code, or guidance issued under equivalent legislation in another Member State, which gives practical guidance to employers and others on the elimination of racial discrimination and the promotion of equality of opportunity in employment, including monitoring of workforce matters and steps that can be taken to encourage people from ethnic minorities to apply for jobs or take up training opportunities?

Yes / No

I10- In the last three years, has any finding of unlawful sex or disability discrimination in the employment field been made against the Relevant Organisation by the employment tribunal, employment appeal tribunal or any court, or in comparable proceedings in any other jurisdiction?

Yes / No

I11 -If the answer to question I10 is 'yes', what steps have been taken as a result of that finding?

I12 - If the Relevant Organisation is not currently subject to UK legislation, please supply details of the Relevant organisation's experience (as appropriate) in complying with equivalent legislation that is designed to eliminate discrimination (including, but not limited to, age, racial, sexual, sexual orientation, religion or belief and disability discrimination) and to promote equality of opportunity.