Introduction
The Royal Botanic Garden Edinburgh (RBGE) is committed to providing equal opportunities and to avoiding unlawful discrimination in employment. As well as being applicable to all staff, this policy also extends across students, volunteers and the Board of Trustees. We expect everyone working or studying with us to follow this policy and not discriminate.
Principles
RBGE is committed to follow current legislation as defined by the Equality Act 2010. As such, RBGE will not discriminate directly or indirectly in recruitment or employment on grounds of age, disability, sex, gender reassignment, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership.
Equal opportunities in employment
We will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
Person and job specifications will be limited to those requirements necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability.
We will comply with our obligations in relation to statutory requests for contract variations, and will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability.
Dignity at work
RBGE has a separate dignity at work policy concerning issues of bullying, harassment and victimisation, and how complaints of this type will be dealt with. This policy can be found in section 3.9 of the staff handbook.
Customers, suppliers and other people not employed by RBGE
We will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by RBGE.
Anyone experiencing or witnessing any discrimination of any kind should report any bullying or harassment by customers, suppliers, visitors or others to their line manager In the first instance.
Training
We will endeavour to provide training in equal opportunities to all our staff on a regular basis.
Your responsibilities
All colleagues need to assist RBGE to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination.
Colleagues can be held personally liable as well as, or instead of, RBGE for any act of unlawful discrimination, and serious acts of harassment can be deemed to be a criminal offence.
Acts of discrimination, harassment, bullying or victimisation against colleagues or customers are disciplinary offences and will be dealt with under our disciplinary procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to summary dismissal.
Grievances
If you consider that you may have been unlawfully discriminated against, you may use RBGE's grievance procedure to make a complaint.
RBGE will take any complaint seriously and will seek to resolve any grievance that it upholds. You will not be penalised for raising a grievance, even if your grievance is not upheld, unless the complaint is deemed both untrue and made in bad faith.
Use of our grievance procedure does not affect your right to make a complaint to an employment tribunal. Complaints to an employment tribunal must normally be made within three months beginning with the act of discrimination.
Monitoring and review
This policy will be monitored periodically by RBGE to judge its effectiveness and will be updated in accordance with changes in the law.
People and Organisational Development Department
Last Reviewed: April 2024
Next Review: April 2027