Equal Opportunities Policy

General Statement

1. Pochin's PLC recognises that in society certain groups or individuals have been, and are currently, disadvantaged, and as a result have not attained equality or opportunity. The reasons include ethnic origin, gender, nationality, disability - the list is not exhaustive - and these are aspects monitored by the Company.

2. The Company will conform to all legislation and recommend good practice related to the principles of equal opportunities to ensure that its business is available to all members of the community.

3. This approach will include particular attention to:

a. the eradication of discriminatory practices, both direct and indirect, and

b. sexual harassment - Pochin's PLC will ensure that any breach of policy by an employee, subcontractor, or other service provider will be considered a serious issue, and dealt with accordingly.

EMPLOYMENT

4. Vacant positions will be advertised internally and externally and no potentially discriminatory requirements will be stated.

5. Selection procedures and criteria will ensure that employees are selected and promoted on the basis of their relative qualification, experience and abilities.

6. The Company will endeavour to provide staff with appropriate training to enable them to compete or qualify for positions or progress within the Company.

7. The personnel policies of the Company will be regularly reviewed by the Personnel Department and new policies developed, as need arises, to promote equal opportunities and to ensure that discrimination is avoided.

Equal Ops1EQUAL OPPORTUNITIES TRAINING

8. The Company will ensure that all existing and new employees will receive appropriate equal opportunities training.

SUBCONTRACTORS AND CONSULTANTS

9. In appointing subcontractors and consultants the Company will encourage them to adopt and implement an Equal Opportunities Policy.

Corporate Objectives

10. The Company's corporate and business plans will continually ensure that its commitment to equal opportunities is reflected in all future objectives.

Consultation

11. The Company will observe the practice of consultation with employees, subcontractors and consultants as need arises from the practicalities of implementation of this Equal Opportunities Policy.

12. The Company will make available a Grievance Procedure so that any person who feels that he/she has been treated unfairly is able to take action to resolve matters.

Equal Ops2Responsibilites

13. All members of staff carry a responsibility to ensure that the Company's Equal Opportunities Policy is upheld. Ultimate responsibility rests with the Chief Executive, and day to day responsibility is assigned to the Personnel Manager, who will report to the Chief Executive.

The Personnel Department will be responsible for identifying areas for target setting and positive action which will be reported to the Chief Executive.

Conclusion

14. This Equal Opportunities Policy as been adopted, with effect from 1 June 1993 by the Company which will regularly monitor its working practices to ensure that it treats all individuals/groups in an equal and fair manner. This policy will be reviewed at least annually.

Definitions

i. Direct Discrimination: this consists of treating a person, whether on racial, gender or other grounds, less favourably than others are, or would be treated, in the same circumstances.

ii. Indirect Discrimination: this consists of applying a requirement or condition which, whether intentional or not, adversely affects a considerably larger proportion of one group than another and cannot be justified.

iii. A racial group is a group defined by reference to colour, race, nationality, including citizenship or ethnic or national origins.