Cambridge Media Group aims to be an equal opportunity employer, and has a policy for this purpose.
This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment.
To ensure that this policy is operating effectively (and for no other purpose) the company maintains records of employees' and applicants' racial origins, gender and disability.
Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.
The company's long term aim is that the composition of our workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality.
The company's EOEP, and the measures to implement it, have been devised on the basis of advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives.
The managing director is responsible for the effective operation of the company's/etc EOEP.
A copy of the EOEP is available from the managing director.
Wherever possible, all vacancies will be advertised simultaneously internally and externally.
Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.
Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations.
All vacancy advertisements will include an appropriate short statement on equal opportunity.
Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.
Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received training in equal opportunities.
Wherever possible, women, minorities and disabled persons will be involved in the shortlisting and interviewing processes.
Reasons for selection and rejection of applicants for vacancies must be recorded.
Positive action - training, promotion and conditions of service.
Underrepresented groups will be encouraged to apply for training and employment opportunities with the company/etc. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.
Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.
Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.
In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees' and job applicants' gender, racial origins and disability.
Where necessary, employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.
Such records will be analysed regularly, and appropriate follow-up action taken.
The objectives of this EOEP are to: