As an employer you are responsible for providing equality of opportunity for all job applicants and employees.
You should have a written policy on equality of opportunity in employment and put it into effective and visible practice.
Your policy and practice must be firmly based on the principle of selection according to merit and will be considerably strengthened if they are agreed between you and your trade unions, your employee representatives or your workforce.
These should be clearly stated within the organisation, noted on relevant publications (eg. company reports), and particularly in job advertisements. No one should be in any doubt about your policy and practice.
For a comprehensive list of employer responsibilities, download the full publication above.
The Code cannot cover all of the circumstances an employer could encounter in promoting equality of opportunity. Employers should therefore contact the Commission when there is uncertainty about their duties or the actions they are taking in relation to the Code.
Equality of opportunity in employment makes good business sense. It broadens the recruitment base and widens the choice of personnel. It also enhances the probity of a company’s personnel practices and improves corporate image.
Even if you regard your place of work as an entirely fair employer, it is necessary to check that you are carrying out the steps mentioned in this Fair Employment Code of Practice. Discrimination and inequality of opportunity can occur in the absence of regular scrutiny and the adoption of sound practices.
Failure to observe any of the provisions featured in the code of practice would not, of itself, constitute discrimination. However, the code is given significant status under the law. We recommend, therefore, that you pay close regard to it as a Fair Employment Tribunal must take into account provisions in the Code which is relevant to any question arising in proceedings before it.