The aim of this policy is to communicate the commitment of the Directors to the promotion of equality of opportunity in Pulse Services Ltd.

It is our policy to provide equality of membership to all, irrespective of:

• gender, including gender reassignment
• marital or civil partnership status
• having or not having dependents
• religious belief or political opinion
• race (including colour, nationality, ethnic or national origins, being an Irish traveller)
• disability
• sexual orientation
• age

We are opposed to all forms of unlawful and unfair discrimination. All employees and prospective employees of the Company will be treated fairly and will not be discriminated against on any of the above grounds. Decisions made on the training of employees, promotion, or any other benefit will be made objectively, without unlawful discrimination, and based on aptitude and ability.

We recognise that the provision of equal opportunities in all our activities will benefit the organisation. Our equal opportunities policy will help employees to develop their full potential, and the talents and resources of the members will be utilised fully to maximise the effectiveness of the organisation.

Pulse Services recognises that there is a statutory duty under the Equality Act 2010, to implement an equal opportunities policy.

Pulse Services is committed to the principles and practice of Equality. Pulse Services values the diversity of the local population. We want our services, facilities and resources to be accessible and useful to every citizen regardless of gender, age, ethnic origin, religious belief, disability, marital status, sexual orientation, or any other individual characteristic which may unfairly affect a person’s opportunities in life.

Equality commitments

We are committed to:

• promoting equality of opportunity for all persons
• promoting a good and harmonious learning environment in which all men and women are treated with respect and dignity and in which no form of intimidation or harassment is tolerated
• preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
• fulfilling all our legal obligations under the equality legislation and associated codes of practice
• complying with our own equal opportunities policy and associated policies
• taking lawful affirmative or positive action, where appropriate
• breaches of our equal opportunities policy will be regarded as misconduct and could lead to termination of employment This policy is fully supported by the Directors of the Company. Implementation The Directors and Managers have specific responsibility for the effective implementation of this policy. We expect all employees to abide by the policy and help to create the equality environment which is its objective.  Monitoring and review We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of the equal opportunities policy will be reviewed regularly (at least annually) and action taken as necessary.  Complaints Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter to their Manager or the Directors. All complaints of discrimination will be dealt with seriously, promptly and confidentially. Every effort will be made to ensure that members who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

This policy is fully supported by the Directors of the Company.

Implementation

The Directors and Managers have specific responsibility for the effective implementation of this policy. We expect all employees to abide by the policy and help to create the equality environment which is its objective.

Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of the equal opportunities policy will be reviewed regularly (at least annually) and action taken as necessary.

Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter to their Manager or the Directors. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

Every effort will be made to ensure that members who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.