Equal Opportunities Policy
Thirdway is an equal opportunity employer. All aspects of employment and retention are based on merit, competence, performance and business needs.
Thirdway has always demonstrated a culture of inclusion, openness, and dialogue. We nurture a culture where every individual, regardless of race, religion, sex, gender, age, or sexual orientation, feels valued and celebrated. It’s the people we work with, for and among, that make Thirdway what it is, and protecting them and their needs is of vital importance.
Eliminating Discrimination
The following forms of discrimination are prohibited under this policy and are unlawful:
Direct Discrimination: treating someone less favourably because of a Protected Characteristic, including a perceived Protected Characteristic or the Protected Characteristic of an associated third party. This could include paying someone less because of their sex or rejecting a job applicant because of their race or because they may be homosexual.
Indirect Discrimination: applying a provision, criterion or practice that applies to everyone but disadvantages people with a Protected Characteristic more than others, and is not justified.
Harassment: unwanted conduct related to a Protected Characteristic that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment also includes sexual harassment which is conduct of a sexual nature (including but not limited to unwelcome sexual advances, requests for sexual favours, engaging in other unwelcome verbal, non-verbal or physical conduct of a sexual nature, subjecting someone to obscene or other suggestive comments, sexual jokes or images).
Victimisation: subjecting someone to a detriment (including retaliation) because they have complained about or supported someone else’s complaint about discrimination or harassment.
Disability Discrimination: direct or indirect disability discrimination, less favourable treatment because of the effects of a disability and failure to make reasonable adjustments to eliminate barriers that hinder the full and effective participation of disabled persons in work on an equal basis with others.
Recruitment and Selection
We aim to avoid discrimination in relation to recruitment and selection, including selection for promotion, redundancy, training and development. Recruitment and selection will be based on merit using objective selection criteria through a skills-based interview process.
When vacancies are advertised (whether internally or externally) we will ensure that the placement and content of such advertising is compatible with equal opportunities aims and principles. Placement of advertisements should ensure that a diverse section of the labour market is covered, and the content of the advertisement should ensure that no applicants with Protected Characteristics are unnecessarily excluded or discouraged.