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Equal opportunities information

The Council policy is to ensure that no service user, job applicant or employee receives less favourable treatment on the grounds of sex, colour, race, nationality, ethnic or racial origins, marital status, trade union activity, sexual orientation, age, political or religious beliefs or is disadvantaged by conditions or requirements which cannot be shown to be justified.

Fenland District Council welcomes the wide diversity in our society, however we recognise the disadvantage many people could face because of their sex, race, colour, age, marital status, religious beliefs, sexual orientation or disability and is, therefore, committed to the principle of equality of opportunity in employment, training and service delivery. We strive to achieve the objectives of equal opportunities in all areas of our work.

Selection criteria and procedures will be kept under review to ensure that individuals are selected, promoted and treated on the basis of their relevant abilities and merits.

Applications will be encouraged from disabled people who have the necessary abilities for the post.

Job descriptions and associated conditions will relate to the particular job. They will define the qualifications, experience and other skills required in the post, and will only include those factors which are necessary and justifiable on objective criteria for the satisfactory performance of the job.

Recruitment literature will be consistent with the job description, and aimed at as wide a group of suitable qualified and experienced people as possible.

Recruitment advertisements will be drafted to avoid any form of discrimination.

Employees will not be discriminated against in respect of pay and conditions of service. This applied equally to any benefits, facilities or services which are provided by the authority's staff.

Training opportunities will be equally available to all employees, whether male or female, and irrespective of ethnic origin. Employees will be consulted regularly about their training needs.

Employees will receive training to help them to perform their job effectively. Training, education and vocational courses leading to qualifications relevant to their career will be open to all, in order to assist them to achieve their full potential.

The Council will adopt a policy on Job Sharing, which will allow men and women to apply for employment on a part-time basis, sharing the duties, pay and hours of work with another person. The policy will enable as many jobs to be open to job sharing as is operationally practicable. Managers will not refuse unreasonably applications for job sharing, but will retain discretion about the final decision.

The Council will not permit sexual or other forms of harassment of its employees. It will investigate complaints of harassment, which should normally be directed through the official grievance procedure.

No-one who brings a complaint or grievance in good faith under the policy will be subject to victimisation or any other detriment as a result of their actions.

Employees who fail to observe the Equal Opportunities Policy will be subject to the disciplinary procedure.

The Employment of Disabled People

Disabled applicants will be given full and fair consideration for all types of vacancies.

Wherever possible, the Authority will retain the services of an employee who is, or becomes disabled and, where necessary, provide retraining and redeployment. Disabled employees will be given equal opportunities with other employees for training and career development and promotion.

Policy Review

The policy will be reviewed after it has been in operation for 2 years.