Equal Opportunities in Employment Policy

We consider it desirable to produce a statement of policy on equal opportunities in employment in order to provide the necessary encouragement and guidance to employees and to job applicants.

General Statement of Policy

We declare ourselves to be working for equality and believe that our workforce should reflect the community in terms of the percentage of women, ethnic minorities and people with disabilities employed at all levels within the organisation. Although significant steps have been taken in the area of equal opportunities we recognise that there is still progress to be made before we are able to declare ourselves to be an 'equal opportunities employer'.

We recognise not only the need to meet our statutory requirements in adopting fair employment policies and procedures but also the importance of ensuring the maximum benefits to the community through the recruitment and retention of a highly effective workforce. Accordingly, we are committed to the elimination of unfair discrimination in all its forms and the establishment of equal opportunities in employment.

We aim to ensure that no job applicant or employee receives less favourable treatment than another on grounds of sex, race, colour, ethnic origin, marital status, disability, age (within the context of the normal retirement age) or any other factors unrelated to the requirements of the job and which are not restricted by legislation. To this end the Authority will seek to develop employment policies, procedures and practices which will ensure fair and consistent treatment in the areas of recruitment, selection, promotion, training, discipline, grievance handling and the application of terms and conditions of employment.

Responsibility for Policy

Directors will be responsible for ensuring that this policy is implemented and maintained within their own Directorates. The Director of Corporate Services will be responsible for the provision of advice, training and guidelines aimed at assisting the effective operation of the policy and for the analysis of data obtained from monitoring recruitment and selection procedures. The National Park Authority will monitor the operation of the policy and review its effectiveness on a regular basis.

Publicising the Policy

All employees of Northumberland National Park Authority will be provided with a copy of the policy and all job applicants will receive a copy of the policy with their application form.  Newly appointed employees will receive a copy of the policy along with their Statement of Particulars.  Reference to the policy will also be made as appropriate in training courses e.g. induction and management development courses.

Recruitment and Selection Procedures

Advertising

All vacancies will normally be advertised internally and externally concurrently except where reorganisations are in operation or where there is a threat of redundancy.  When posts are advertised externally care will be taken to ensure that the method used does not unreasonably and unfairly restrict the pool of likely applicants.

Job Requirements

Job descriptions and person specifications will be despatched with application forms for all vacant posts.  Recruitment literature, including advertisements, will only include those essential and desirable requirements that are necessary and justifiable for the effective performance of the job. Reference to specific qualifications should be included only where they are directly relevant to the job. In such cases it will be made clear that equivalent or alternative qualifications are acceptable. Age restrictions should be avoided unless they are justifiably a material factor in the selection process.

Shortlisting

All applicants will be considered together and the criteria for selection applied consistently to all candidates by reference to the criteria listed in the person specification.  Shortlisting and interviewing panels will comprise ideally three officers/members including a gender mix. Where this is not practicable all panels will consist of at least two officers/ members.

Guarantee Interview Scheme

Where applications are received from people with disabilities, interviews shall be granted where the minimum essential criteria as outlined in the person specification are met.

Interviewing

The purpose of an interview is to assess each candidate's capabilities in relation to the requirements of the job. Therefore, interviewers will seek to phrase questions in a standard way concentrating on the criteria as identified in the person specification. Questions will not be asked about an applicant's personal circumstances; in particular questions should not be asked concerning marital status, children or other family commitments, or domestic arrangements.

Where there are special requirements attached to a job e.g. unsocial hours, all candidates will be asked whether they understand and are able to fulfil all the obligations of the post.

Selection Tests

Where psychometric tests are used they will be obtained from reputable suppliers, be properly validated and be used only for the purpose for which they are intended. Other selection tests addressing practical skills will be applied equally to all candidates.

Appointment

Appointment of candidates will be on the basis of the best match between the individual, identified through the stages of the selection procedure (application form, interview, selection tests etc.) and the post, identified by reference to the job description and personal specification, without regard to any other non-material factors such as sex, race and disability except where there is a genuine occupational qualification. The central principle is that the most suitable person for the job is appointed.

Training

Selection for training will be based solely upon the needs of the Authority and the needs of individual employees in carrying out their present duties, in preparing for changes in these duties and for career development. Availability of funds will limit the levels of training activities and Senior Management will establish priorities accordingly. However, any restrictions on access to training will not directly or

indirectly discriminate on the grounds of sex, race, disability and so on. All staff involved in recruitment and selection should attend a recognised Equal Opportunities course and

Selection Interviewing Skills workshop.

Conditions of Service and Employment

Procedures

All conditions of service matters and employment procedures will be applied fairly and consistently.

Monitoring the Policy

The National Park Authority will establish procedures for monitoring recruitment, selection and training to ensure compliance with this policy.

Complaints Procedure

Internal and external job applicants who believe that they have been unfairly treated during the recruitment and selection process should direct their complaints to the Director of Corporate Services who will initiate and monitor appropriate action.

Employees who believe that they have been unfairly treated with regard to any decision concerning training, the application of conditions of service or any other matter related to their employment should submit their complaints using the established Grievance Procedure.

Harassment

We wish to create a working environment where employees are free from sexual and racial harassment.  Whilst there is no reason to suppose that harassment is a frequent problem amongst the workforce it is recognised that situations can occur that may cause great distress to the employees concerned.  As the National Park Authority is responsible for the acts of its employees it will afford to those employees who wish to make a specific complaint of sexual or racial harassment the opportunity of doing so through the Grievance Procedure which contains a section designed specifically for that purpose and will treat the matter with the utmost sensitivity and confidentiality.  Any employee who commits an act of discrimination or personal harassment (including sexual and racial harassment) will be liable to disciplinary action.