EQUAL OPPORTUNITIES POLICY
Caboose & Co is a brand name under Cube Modular, part of the Cube International group.
Cube International (‘Cube’), a group of integrated companies including Cube Management, Cube Partnership, Cube Modular and the Women’s Sports Alliance, is committed to promoting equal opportunities in employment. All our job applicants receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (‘Protected Characteristics’).
About this policy
This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
Cube’s Human Resources department is responsible for this policy and any necessary training on equal opportunities.
Cube does not tolerate unlawful discrimination against or harassment of other people including current and former employees, job applicants, clients, customers, suppliers, and visitors. This not only applies within Cube’s workplaces, but also outside the company, when supporting our events (dealing with customers, suppliers, or other Cube-related activities).
The following forms of discrimination are prohibited under this policy and are unlawful:
Direct discrimination: treating someone less favourably because of a Protected For example, rejecting a job applicant because of their religious views or because they might be gay.
Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not For example, requiring a role to be performed on a full-time rather than part-time basis may adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
- This includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them,
- retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.
Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
Recruitment and selection
Vacancies are advertised to a diverse section of the labour market with our advertisements avoiding stereotyping or using wording that may discourage particular groups from applying.
Job applicants are not asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants are not asked whether they are pregnant or planning to have children.
Job applicants are not asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers are made conditional on a satisfactory medical check.
If a candidate or employee is disabled or becomes disabled, we encourage them to tell us about their condition so that we can consider what reasonable adjustments or support may be appropriate.
Part-time and fixed-term work
Part-time and fixed-term employees are treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate) unless different treatment is justified.
Breaches of this policy
We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.
If our employees believe that they have suffered discrimination, they can raise the matter through our Grievance Procedure or Anti-harassment and Bullying Policy. Complaints are treated in confidence and investigated as appropriate.
Cube discourages any form of victimisation or retaliation against complaints about discrimination.