Equality and Diversity Policy
This policy applies to employees of Prism Medical UK including all trading Divisions. The policy is a company requirement policy and is in line with the Equality Act 2010.
Everyone has a duty, both morally and legally, not to discriminate regardless of religious or political affiliation, sex, sexual orientation, martial status, age, disability, race, creed, colour, ethnic or national origin and all employees are expected to support this commitment and to assist in its realisation in all possible ways.
Prism Medical UK regards the proper application of its policy of diversity and equality as a cornerstone of its employment policy and is committed to the promotion of equal opportunities and to ensure that the human resources talents and skills of all employees are maximised.
Prism Medical UK will continue to operate fair and equitable methods and procedures to ensure that all its employees and prospective employees are treated fairly and are not subjected to unfair discrimination.
The protected characteristics covered within this policy are as follows:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
The commitment applies to all aspects of employment, including:
- Recruitment and selection, including advertisements, job descriptions, interview and selection procedures
- Training and development
- Promotion and career development opportunities
- Terms and conditions of employment
- Access to employment related benefits and facilities
- Grievance handling and the application of disciplinary procedures
- Selection for redundancy
3 The Working Environment
The company will seek to create an environment in which all employees feel comfortable regardless of race, gender, language, disability, age or sexual orientation.
Employers can be liable for discriminatory acts committed by their employees, where they have failed to take all reasonably practicable steps to prevent discrimination. Liability will accrue regardless of whether the employer knew or approved of the discriminatory action.
Each Director will be responsible for ensuring that all aspects of the policy are observed within all the functions and services under his/her responsibility.
The Group Human Resources Manager will assist and advise Directors on relevant aspects and provide training where necessary.
4 Managing Diversity
Managing equality of opportunity within the company ensures that all employees are treated fairly and given equal opportunity to fulfil their potential and ensures that employment progression/promotion is unhindered by prejudice and stereotypical views.
The basic concept of diversity accepts that the workforce contains a diverse section of the population. Diversity consists of the visible and non-visible – whether in age, gender, ethnicity, background etc.
5 Recruitment and Selection
The company will ensure that all advertisements for jobs reflect the company’s stance on equal opportunities.
6 Equality for Lesbian Women and Gay Men
The company will endeavour to create an environment where lesbian women and gay men are free from harassment and feel confident of equal treatment and support if they choose to be open about their sexuality.
The company defines the word ‘partner’ to include same sex partners.
7 Age Equality
Age discrimination in employment occurs as a result of prejudice, misconception and stereotyping which hinders the proper consideration of an individual’s talents, skills, abilities, potential and experience.
Age guidelines and age related criteria should not be used to exclude particular age groups.
8 Gender Equality
The Sex Discrimination and Equal Pay Acts make discrimination unlawful on the basis of gender.
The Company confirms that its employment practices must be geared to the needs of both men and women.
The company will treat seriously all allegations and will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence.
If an employee wishes to make a formal complaint, he or she should use the company’s grievance procedure.
Gender Pay Gap Statement
On the snapshot date of 5th April 2017 we had 383 employees of which 119 were female and 264 were males.
Mean Pay Gap
The mean gender pay gap between male and female employees is 15.3%.
Median Pay Gap
The Median gender pay gap between male and females employees is 15.7%.
Mean Bonus Pay Gap
Males 341%, Females 336%. Therefore there is little gender pay gap in the Bonus area.
|Quartile||Number of Males||Male %||Number of Females||Female %||Salary Range|
|Lower Quartile||44||45.80%||52||54.20%||£3.45 – £8.56|
|Lower Mid Quartile||68||70.80%||20||29.20%||£8.56 – £10.00|
|Upper Mid Quartile||80||84.20%||15||15.80%||£10.02 – £12.07|
|Upper Quartile||72||75%||24||25%||£12.20 – £48.33|
The Overall Quartile
Male 68.9%, Female 31.1%
In the lower quartile the majority of employees are female mainly due to acquiring a manufacturing company of sewing machinists which were all female. Adjustments in salary take time after aquisition and this will be addressed in 2018.
In the lower mid quartile we will be addressing female employees in this area by way of training, developing and coaching to move into middle or senior management positions.
In the upper quartile the majority of employees are made up of male field based engineers who are required to attend on call rotas. Engineers receive an on call allowance and receive on call payment when called out. Therefore, during the snap shot date the calculation has included the on call payments as per the requirement of the Gender Pay Gap reporting procedure.
Chief Executive Officer