“We will produce safe, legal, sustainable quality halal food that complies with halal requirements and is independently approved by reputable halal certification bodies” – view our Halal Policy.
The Company is committed to providing a working environment in which employees are able to realise their full potential and to contribute to its business success irrespective of their gender, race, disability, long-term health related issues which would not affect work on a day-to-day basis (such as HIV status, etc.), sexual orientation, marital status, part time status, age, religion or belief. This is a key employment value to which all employees are expected to give their support.
In order to create conditions in which this goal can be realised, the Company is committed to identifying and eliminating unlawful and unfair discrimination throughout the Company. The Company expects employees to support this commitment and to assist in its realisation in all possible ways.
Specifically, the Company aims to ensure that no employee or candidate is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality or ethnic origin), disability, long-term health related issues which do not impact on work performance, sexual orientation, marital status, part time status, age, religion or belief & Union affiliation. This commitment applies to all aspects of employment, including:
Equal opportunities practice is developing constantly as social attitudes and legislation change. The Company will keep its policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all the Company’s employment policies and procedures, not just those specifically connected with equal opportunities.
Harassment is physical, verbal or non-verbal behaviour which is unwanted and personally offensive to the recipient, and which causes the recipient to feel threatened, humiliated, intimidated, patronised, denigrated, bullied, distressed or harassed.
Discrimination and harassment are often complex matters, and there is no single way of dealing with every suspected or alleged instance. In some cases employees may be able to deal satisfactorily with an issue by raising it with their immediate manager.
If an employee wishes to make a formal complaint he or she should use the Company’s Grievance Procedure which is set out in the employee Handbook.
The Company will treat seriously all allegations of unlawful discrimination or harassment.
If an employee is accused of unlawful discrimination or harassment, the Company will investigate the matter fully.
In the course of the investigation the employee will be given the opportunity to respond to the allegation and provide an explanation of his or her actions.
If the Company concludes that no unlawful discrimination or harassment has occurred, this will be the end of the matter.
If the Company concludes that the claim is false or malicious the complainant may be subject to disciplinary action.
If on the other hand the Company concludes that the employee’s actions amount to unlawful discrimination or harassment he or she may be subject to disciplinary action, up to and including summary dismissal for gross misconduct.
The Company will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence.
In this connection the Company will monitor its policies and will implement changes in order to improve them as social attitudes and legislation change. This commitment applies to all the Company’s employment policies and procedures, not just those specifically concerned with equal opportunities.