Equality & Diversity

Code of Conduct

Mangera Yvars Architects [MYAA] aims to create a workplace in which all employees and visitors feel comfortable and empowered to carry out their work in a supportive environment. The company wishes to ensure that relationships within the workplace and among its Directors and employees are non-discriminatory and free from stereotyped attitudes and beliefs. We are committed to eliminating discrimination and encouraging diversity amongst our employees.

MYAA believes that all decisions about people at work should be based on the individual’s abilities, skills, performance and behaviour, and MYAA’s business requirements. Questions of an individual’s age, gender, culture, race, ethnic origin, nationality, national origin, creed, sexual orientation, disability, employment status, financial status, marital status, social class, colour, religion, membership or non-membership of a trade union are never relevant to its business. Issues of disability should only be considered against the particular requirements of the job.

MYAA’s equal opportunities policy applies to decisions about vacancy advertising, recruitment, selection, promotion, training and development, pay, employment benefits, discretionary or otherwise, conditions of employment, the allocation of work to employees in all parts of Mangera Yvars Architects and at all levels, publicity, public relations, the environment, the procurement and use of resources, conditions of service and management practice.

MYAA will continuously strive to be an Equal Opportunities Employer by:

  • Ensuring that management practice, policies and procedures within the company are free from unfair discrimination
  • Ensuring that all job applicants and employees have access to the same recruitment process and conditions of employment regardless of age, gender, culture, race, ethnic origin, nationality, national origin, creed, sexual orientation, disability, employment status, financial status, marital status, social class, colour, religion, responsibility for dependents, membership or non-membership of a trade union
  • Making provision, where possible, for flexible ways of working
  • Ensuring all Directors and Employees are aware of the company's commitment to equal opportunities, the contents of this statement and the provisions of the Code of Practice for the Elimination of Racial Discrimination and the Promotion of Equality of Opportunity in Employment
  • Ensuring that we communicate clearly to all staff the equal opportunities statement, the relevant disciplinary and grievance procedures and the name and role of the Director responsible

 

Having due regard to our legal rights and obligations under the provisions made by the Disability Discrimination Act 1995 Act, the Equal Pay Act 1995, the Sex Discrimination Act (1975), the Race Relations Act (1976), The Employment Equality (Age) Regulations 2006 as amended, The Equality Act 2010, and any other future legislation in relation to Equal Opportunities and Diversity