Netcom Technologies – Equal Opportunities Policy

Scope of Policy

The equality of opportunity policy of the Company is that in the recruitment, selection, payment, training, development and promotion of employees, the only consideration must be that the individual meets, or is likely to meet the requirements of the post.

The requirements being met, no employee will be discriminated against on the basis of their sex, sexual orientation, race, colour, ethnic origin, nationality (within current legislation), disability, marital status, caring or parental responsibilities, age, or beliefs on matters such as religion and politics.


Netcom Technologies Ltd is committed to provide a working environment in which the rights and dignity of all its employees are respected, and which is free from discrimination, prejudice, intimidation and all forms of harassment including bullying.

This Policy means that all employees of the Company have the right to work in an environment free from discrimination, prejudice and all forms of harassment or bullying.

Netcom Technologies Ltd is committed to a programme of action to ensure that its policy is implemented and monitored at an organisational and individual level.  This policy will be periodically reviewed and evaluated.


The Company acknowledges that there are many definitions of inequality, however, for the purposes of this policy, the Company adopts the four definitions given in employment legislation. These are:

Direct Discrimination
Direct discrimination occurs when a person is treated less favourably than another (in the same circumstances).

Indirect Discrimination
Indirect discrimination means applying a provision, criterion or practice which applies equally to a person, but which puts or would put a person of another group at a particular disadvantage and which cannot be shown to be a proportionate means of achieving a legitimate aim.

Harassment occurs when person A subjects person B to unwanted conduct on the grounds of, for example sex, race, sexual orientation that has the purpose, or effect of, violating B’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for person B.


Victimisation occurs where an individual is treated less favourably as a result of making a complaint of discrimination under this policy.

Procedures to Complaints

We have a zero tolerance policy of Bullyng and promote a friendly and inclusive workplace.Complaints of discrimination should be made using the Company’s Grievance Procedure or by email to


The aim of this policy is to ensure that people with disabilities are given equality of opportunity in all employment matters including recruitment and selection, promotion, progression, training and development, and to enable us to fulfil our obligations under the DDA and our Equal Opportunities Policy.

Objectives of the Policy

 To promote a positive working environment so that people with disabilities can play a full part as members of our Company.

To ensure that job applicants with a disability receive fair treatment and are considered solely on the basis of their skills and experience to do the job.

To retain and support staff who become disabled in their current role wherever possible, or to find a suitable alternative role if available.

To ensure that, where practicable, all our new and existing buildings are accessible and comply with the DDA and other legislation.

To raise awareness of disability issues.

This policy will be periodically reviewed and evaluated.

The Disability Discrimination Act 1995 (DDA)

The Definition of Disability

The DDA defines someone as disabled if; “she/he has a physical or mental impairment which has a substantial and long term adverse effect on her or his ability to carry out normal day-to-day activities.” A DDA disability may include progressive conditions which recur.   Cancer, Multiple Sclerosis, Severe disfigurement and HIV status are specifically included in the Act.

The disability must be substantial i.e. have more than a minor effect and must last or be expected to last for 12 months or more.

An impairment must affect normal day-to-day activities which include:

  • mobility
  • manual dexterity
  • physical co-ordination
  • continence
  • ability to lift, carry otherwise move everyday objects
  • speech, hearing or eyesight
  • memory or ability to learn or understand
  • perception of the risk of physical danger
The Scope of the Act

Under the DDA we have a legal obligation to ensure that we do not treat a person with disability less favourably than others for reasons connected with the disability, unless there is a justifiable reason. This applies to all employment matters including recruitment and selection, training and development, pay and promotion and dismissal. Contract workers (i.e. agency and self-employed) with disabilities have substantially the same protection as if they were directly employed.

The Act imposes a duty on us to make reasonable adjustments where a provision, criterion or practice, or physical features of premises which place the disabled person at a substantial disadvantage in comparison with others who are not disabled. The factors involved in judging reasonableness include:

  • the effectiveness of the step in preventing the disadvantage
  • the practicability of the step
  • the financial and other costs of the adjustment and the extent of any disruption caused
  • the extent of the employer’s financial or other resources

Under the Act there is a clear expectation that we will make reasonable adjustments to recruit or retain people with disabilities. In terms of recruitment this means that there may need to be different treatment afforded to a person with a disability to allow them to participate in order to ensure equality of outcome.

If a prospective or existing employee believes that they have been discriminated against on grounds of disability they should complain using the grievance procedure.

The Act abolishes the former Registration and Quota Scheme.

Reasonable adjustments

Consideration will be given to requests for flexible working and/or special contractual arrangements in order to assist people with disabilities to continue in their employment.  Our objective is to retain staff who are, or who become disabled. Every effort will be made to retain employees through reasonable adjustments.   Where it is not possible for the disabled staff member to continue in their current role, we will make every effort to identify suitable alternative employment. The Company will review any proposed termination of employment of an employee with a disability to ensure that it does not unjustifiably relate to disability.

Where it is not possible to retain or redeploy an employee with a disability their employment will be terminated.


All employees, irrespective of seniority have responsibility for the fair and equal treatment of others with a disability. The Company Management Team is responsible for actively promoting the employment and retention of people with disabilities and is responsible for making the necessary resources available to support this objective wherever possible.