Equal opportunities information

The District of Easington Council is committed to proving equal opportunities to its customers and employees in the provision of all its services. 

Equal Opportunities within recruitment and selection is integral to the whole procedure and helps to ensure that the ‘right people for the right jobs’ are recruited.

The ethos of equal opportunities is embedded into the services of the authority and is integral to our Respect and Dignity Policy and Strategy.   Copy enclosed to the right of this page.

The aim of the policy is to ensure that no 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, age, political or religious beliefs or is disadvantaged by conditions or requirements which cannot be shown to be justified.

Individuals are selected, promoted and treated on the basis of their relevant abilities and merits.

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 relevant to the job or organisation.

Training opportunities will be equally available to all employees, whether male or female, or whether weekly or monthly paid 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.

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. 

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. But if the complaint is against the employee's supervising or senior officer, it may be raised directly with the Head of Service.

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.