Equal Opportunity Policy

The directors of WC Willis & Co Ltd are committed to equality of opportunity in its employment practices. The aim of the policy is to ensure that all members of staff and job applicants are no less fairly treated due to sex, marital status, race (including colour, nationality, ethnic or national origins), disability, age, sexual orientation, religious belief or other conditions not justified in law or relevant to performing the job.

Should a member of staff become disabled, the directors will make every reasonable effort to try to ensure continued employment by identifying suitable jobs or by providing other reasonable adjustments such as retraining.

Legislation

It is the policy of WC Willis & Co Ltd to meet the requirements of the Sex Discrimination Act 1975, the Race Relations Act 1976, and the Disability Discrimination Act 1995.

Implementation

The Director responsible for Human Resources has full responsibility for the equal opportunity policy and is also responsible for ensuring the policy is understood and implemented throughout the company.

Managers have specific responsibility for ensuring that they observe the policy in their treatment of staff and that the staff observe the policy in their dealings with each other.

All staff have a responsibility for applying the policy and assisting in promoting its aims. Wilful disregard of the policy constitutes misconduct and may lead to action under the Disciplinary Procedure.

WC Willis & Co Ltd are committed to providing a working environment which is free from any prejudice, bullying, harassment, intimidation and discriminative actions.

Applying the Policy

Recruitment advertisements and searches for new employees will refer to the company's commitment to equal opportunities. Individuals will be selected and promoted according to their abilities and merits and to the requirements of the job, and appropriate recruitment records maintained. Additionally the policy applies to training, development, and further education. A copy of this policy is available to all staff and any requests for clarification or advice should be referred to the Director responsible for Human Resources.

Monitoring

Selection, appointment and workforce balance will be monitored to measure the effectiveness of the Company's policy.

Grievance

Should a member of staff have a concern about treatment in relation to the Company's Equal Opportunities Policy, every effort will be made to resolve the matter informally. If this is not possible then the matter should be raised under the Company's Grievance Procedure.