“The team at ROC truly took the time to understand the dimensions and requirements of a senior PA role I was seeking to fill and, rather than filling my inbox with CVs, sent through a select list of candidates that could truly perform at the necessary level. Having chosen an excellent candidate, they then worked quickly and efficiently to close an agreement on package with the candidate and ensure a smooth landing into the organisation”.
A. Morris, General Counsel, Utilities
"We have found ROC to be totally professional and trustworthy in everything they do. If ROC say they will deliver it, they do. They keep the client informed throughout the process. They are able to deal with difficult/diverse and changing situations. Responding as and when needed to clients changing their needs as the market place alters. We would have no hesitation in using ROC again for a future campaign."
R. Crouch, HR Business Partner, Utilities
"Once again let me say how pleased we are with how you and your Company have delivered. From the outset Debbie and her team have been most professional about what and how ROC could successfully deliver for us. ROC Recruitment has helped us successfully complete Phase 1 with our team of 420 Financial Service Specialists selected, trained with 344 already deployed. Your part in delivering this goal has been outstanding. The work and passion you have shown has been admirable and the way you have engaged with Bank of Ireland Post Office Management and HR Shared Services Team has been a credit to ROC. Thank you once again for your outstanding contribution and I look forward to working closely with you all as we build our Business for the future."
T. O'Reilly, Director, Financial Services
Policies Pocedures and Statements
Through our media (on-line and off-line) resources and partnerships, as well as ROC's own memberships and ethical beliefs, we have a number of links with various organisations and web-sites that promote these beliefs, hence encouraging diversity within our candidates.
Synergy of our values
Through our media (on-line and off-line) resources and partnerships, as well as ROC's own memberships and ethical beliefs, we have a number of links with various organisations and web-sites that promote these beliefs, hence encouraging diversity within our candidates. Some of these links and memberships are as follows:-
Assists individuals to define and achieve personal and professional goals
Job site for disabled people
Training disabled people for work
Promoting ethnic minorities
The 1976 Race Relations Act makes it unlawful for an employer to discriminate against you on racial grounds. Race including; colour, nationality and ethnic or national origins.
The laws against racial discrimination at work cover every part of employment. This includes recruitment, terms and conditions, pay and benefits, status, training, promotion and transfer opportunities, right through to redundancy and dismissal.
The law allows a job to be restricted to people of a particular racial or ethnic group where there is a 'genuine occupational requirement'. An example is where a black actor is needed for a film or television programme.
There are four main kinds of discrimination:
- Direct discrimination - deliberate discrimination (e.g. where a particular job is only open to people of a specific racial group)
- Indirect discrimination - working practices, provisions or criteria that disadvantage members of any group (like introducing a dress code without good reason, which might discriminate against some ethnic groups)
- Harassment - participating in, allowing or encouraging behaviour that offends someone or creates
- Victimisation - treating someone less favourably because they've complained or been involved in a complaint about racial discrimination (e.g. taking disciplinary action against someone for complaining about discrimination against themselves or another person).
Employers who don't stop discrimination, harassment or bullying by their employees may be breaking the law.
Incoming gender equality duty
The gender equality duty for public bodies came into force on 6th April 2007. This duty places the legal responsibility on organisations to demonstrate fair treatment of women and men in the delivery of policy and services as well as in their employment. Instead of depending on individuals making complaints about sex discrimination, the duty places the legal responsibility on public authorities to demonstrate that they treat men and women fairly.
Most major public authorities will have to follow a series of steps known as 'specific duties'. This includes setting their own gender equality goals and consulting their service users, customers and employees.
All public authorities, such as health providers, education, local government and the police have to comply. The duty will also apply to charities, voluntary and private sector organisations that are providing a public service. Services provided by organisations under contract, such as community transport, will also be covered by the duty.
Disability laws strengthened
On the 7th April 2005, the Disability Discrimination Act 2005 received Royal Assent. The Act will make a number of important amendments to the DDA 1995. The amendments will be introduced in December 2005 and more will be introduced in December 2006.
From December 2005 the following came into effect:
- Extend the DDA 1995 to cover, effectively from the point of diagnosis, people with HIV infection, cancer or multiple sclerosis.
- End the requirement that a mental illness must be "clinically well-recognised" before it can be regarded as impairment under the DDA 1995.
- Make third party publishers (e.g. newspapers) liable for publishing discrimination advertisements.
- Amend the way that the DDA 1995 applies to group insurance to clarify the responsibilities of those concerned with its provisions.
- Make it unlawful for private clubs with 25 or more members to treat disabled people less favourably.
- Make it unlawful for local authorities and the Greater London Authority to treat their disabled members less favourably.
- Clarify where liability falls if police officers discriminate under Part 3 of the DDA 1995.
From 4th December 2006 the following came into effect:
- Functions of public authorities not already covered by the DDA 1995 to be brought within its scope.
- Land based public transport vehicles to be brought within scope of Part 3 of the DDA 1995.
- Provide for all rail vehicles to comply with rail vehicle accessibility regulations by 1 January 2020, apply accessibility regulations to refurbishment of rail vehicles and introduce certification and enforcement provisions.
- Subject to consultation, formalise recognition of disabled persons' parking badges issued by other countries.
- Extend the duty of reasonable adjustment, other than in respect of physical features, to those who let or manage rented premises, and to common hold premises.
- Ensure landlords cannot unreasonably withhold consent for a disability-related improvement to certain rented dwelling houses.
- Extend duties of reasonable adjustment to private clubs with 25 or more members.
- Extend duties of reasonable adjustment to local authorities and the Greater London Authority in respect of their disabled members.
Disability equality duty
The Disability Equality Duty for public authorities came into force on 4th December 2006. This general duty placed a requirement upon public authorities to tackle discrimination and ensure that they build disability equality into everything that they do. Section 49A of the Act says public authorities must, when carrying out their functions, have regard to the need to:
- Promote equality of opportunity between disabled and other people.
- Remove discrimination that is unlawful under the Act.
- Remove harassment of disabled people that is related to their disability.
- Promote positive attitudes towards disabled people.
- Encourage more participation by disabled people in public life.
- Take steps to meet disabled peoples' needs.
From September 2006, there was a radical overhaul of the Post 16 education provision and the DDA. The amendments to the Disability Discrimination Act 1995 (Amendment) (Further and Higher Education) Regulations 2006 relate to vocational training in the further and higher education sector. The main changes are:
- a new direct discrimination duty
- the removal of the justification defence for a failure to make reasonable adjustments
- a new harassment duty
- the reversal of burden of proof
- a new duty prohibiting discriminatory advertisements
- a new duty prohibiting instructions or pressure to discriminate
-new specific duties that apply after the relationship between the student and education provider has ended
- new specific provisions in relation to qualifications
- the introduction of competence standards.
From 1 October 2006, There is now legal protection against age discrimination. It is no longer lawful to discriminate on grounds of age. Treating staff fairly and recognising indviduals' talents and needs is not just the right thing to, but makes good business sense as well.
These regulations have been introduced because there is a need for age-related employment equality in the same way as we already have equality for sex, race, disability, sexual orientation and religion or belief.
The new laws give individuals important new rights, extend existing rights and removed traditional barriers: They apply to all employers, private and public sector, vocational training providers, trade unions, professional organisations, employer organisations and trustees and managers of occupational pension schemes. They cover employees of any age, and other workers, office holders, partners of firms and others. They cover recruitment, terms and conditions, promotions, transfers, dismissals and training. However, they do not cover provision of goods and services.
The regulations make the following changes to the law:
Stop unjustified age discrimination in employment and work-related training:
Employers must make sure that any redundancy policies don't directly discriminate against older workers. They must not discriminate indirectly - for example, by selecting only part-time workers for redundancy, when a large number of these may be older workers. They only exceptions are when an age requirement can be objectively justified. Harassment and victimisation on the grounds of age are also covered by the regulations.
Improve the rights of employees facing retirement:
Your employer can only retire you below 65 where they can show that having a lower retirement age is appropriate and necessary. Whatever age you are, your employer must inform you in writing, at least six months in advance, of your intended retirement date. You also now have a statutory right to request working beyond compulsory retirement, which your employer must consider.
Remove the upper age limit for unfair dismissal and redundancy rights:
The new regulations remove the upper and lower age limits for the entitlement of statutory redundancy pay. The upper age limit on unfair dismissal claims has also been removed. Your employer will have to pay you the statutory minimum redundancy payment even if you are under 18 or over 65 (or after your normal retirement age if this is lower). This means, if you meet all the other requirements, you will receive redundancy pay whatever your age.
Older people experience the most age discrimination. However, it also takes place against young people. It is now unlawful for an employer to impose a lower age limit when recruiting, unless this age restriction can be objectively justified or is imposed by law.
If you think you are suffering age discrimination, it is best to talk to your boss first to try and sort out the matter informally.
If you feel that you are at a disadvantage because of age-related criteria for recruitment or promotion policies, you can bring a claim for age discrimination to an Employment Tribunal.
If you think you have been discriminated against or harassed because of your age, you will also be able to bring a claim to an Employment Tribunal.
It is against the law for an employer to discriminate against you because of your sexual orientation. You are also protected against harassment or bullying at work.
Under the law you should not be discriminated against because of your sexual orientation or 'perceived' sexual orientation - including orientation towards someone of the same sex (lesbian/gay), opposite sex (heterosexual) or both sexes (bisexual).
You should not be treated less favourably (for example, being refused employment) because of your sexual orientation or because an employer thinks you are of a certain sexual orientation.
If an employer gives benefits to opposite sex unmarried partners of its employees (e.g. the employees opposite sex partner is able to drive the company car), refusing the same benefits to same-sex partners could be discrimination.
Since December 2005, same-sex couples can register a civil partnership. A civil partner is entitled to the same benefits as a married person 9for example, survivor's benefits under a company pension scheme.
Some employers ask for details of the sexual orientation of employees - either for monitoring purposes or as part of an equal opportunities questionnaire. However, you don't have to give this information.
If you think you've been discriminated against, victimised or harassed at work because of your sexual orientation, talk to your employer or personnel officer. If you belong to a trade union, you can contact your union representative. If you cannot resolve the matter informally, you can follow the grievance procedure in your contract of employment. Keep a written record of any harassment to show your employer.