Our Equal Opportunities Policy doesn’t just cover our recruitment and selection procedures, but runs right through training and development, appraisal, promotion opportunities and eventually to retirement.

We place a lot of emphasis on developing initiatives and procedures that ensure equality of opportunity for every member of the Evander team. All the decisions we make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit.

It is our policy to:

Promote a working environment free from discrimination, harassment and victimisation on the basis of:

  • gender, sexual orientation, marital or civil partnership status, gender reassignment
  • race, colour, nationality, ethnic or national origin
  • hours of work
  • religious or political beliefs
  • disability
  • age.

We ensure that our workers are not disadvantaged in any aspect of our employment policies or working practices unless justified as necessary for operational reasons.

In every set of circumstances we aim to find a solution that takes account of an individual’s personal circumstances and the needs of the business.

We also recognise that it may be necessary to make reasonable adjustments to ensure that disabled workers or applicants are not placed at a substantial disadvantage by a practice or policy that exists at Evander.

We’re committed to continually reviewing the application of internal policy and we aim to raise staff awareness by designing and delivering training programmes that support the Equal Opportunities aims.

We will comply with the law and communicate to our stakeholders the responsibility to protect both individuals and the company.