Last updated 16th September 2005
by Helen Nichols
Version 2 website
Launch 22nd October 2001

SYKSP Project -Equal Opportunities
Statement from Sheffield

Sheffield City Council is the largest employer in South Yorkshire and is entrusted with delivering a wide range of services to the general public. It is important, therefore, that the Council sets a high standard for both its employment practices and its service provision.People are recruited and prompted on the basis of their merits and abilities and we work towards ensuring that no job applicant or employee receives less favourable treatment on the grounds of racial group,origin or nationality, sex, disability, marital status, age, sexual orientation, political or religious beliefs or trade union activity.

Disability Discrimination Act
We welcome applications from people with disabilities. If you are selected to attend an interview, you will be asked if you require any special facilities or arrangements. Following the questions at interview, there will also be time to discuss any reasonable adjustment that may be required to enable you to carry out the job.

Asylum and Immigration Act
If shortlisted you will be asked to bring relevant documentation to interview. Please contact the Personnel Section if you need further advice.

Complaints Procedure
If you have a complaint regarding the recruitment process, please write to:
Head of Corporate Personnel, Sheffield City Council, Town Hall,
Sheffield, S1 2HH.

Sheffield Council will provide services in such a way that it:
a) prevents harm and loss to employees, service users, members of the
public and contractors;
b) promotes the safety, health and welfare of employees, services users,
members of the public and contractors;
c) does not contravene criminal or civil law.

Sheffield Council Equal Opportunities Policy and Information for Applicants-Applicants' Charter
We will:
* Recruit solely on merit;
* Openly advertise all available vacancies;
* Provide as much information as possible to potential applicants within 3 working days of their request;
* Treat all applicants in confidence;
* Ensure equality of opportunity in recruitment and selection processes;
* Acknowledge receipt of aplications when requested;
* Ensure that all recruitment and selection processes are fair and
free from bias;
* Meet any reasonable requests to accomodate candidates' needs,
e.g. Braille, translations, audio visual aids;
* Provide constructive feedback to unsuccessful candidates, where
requested;
* Investigate, and respond to, any complaints about the
recruitment and selection process.

For further information about safety , health and welfare matters,
please contact the Principal Safety Adviser.

Doncaster Metropolitan Borough Council Equal Opportunities Statement
1. Doncaster Metropolitan Borough Council is committed to a policy of equal opportunity in employment and service delivery regardless of race, colour, nationality or ethnic origin, sex, marital status, age, disability, religious belief or any other unjustifiable cause not
specified above.
2. The aim of the policy is to ensure that no employee, potential employee or service client receives less favourable treatment or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. This applies to all areas of service delivery and all conditions of service with special emphasis on recruitment, promotion and training.
3. The Council recognises that unfair discrimination cannot be eradicated merely by seeking to observe the letter of the law, but only by the energetic, practical commitment of all concerned to promote equal opportunity. To this end, selection criteria and procedures will be under constant assessment to ensure that individuals are selected, promoted, trained, and in all respects treated solely on the basis of
their relevant merits and abilities.
4. Members, managers, supervisors, and all employees involved in recruitment, selection, promotion and training - have personal responsibility for the practical application of this policy. It is recognised that training is an important ingredient in equipping them for this responsibility.
5. The Council recognises the role of the trade unions in assisting the promotion and application of an equal opportunity policy. It is recognised that employee representatives also have a training need for which the trade unions, through the TUC, have accepted responsibility.
6. Overall responsibility for this policy in their respective directorates rests with Directors and ultimately the Chief Executive. Guidance on the day-to-day application of the policy can be obtained from the Directorate of Corporate Services, Human Resources
7. The Council's Grievance Procedures are available to any employee who believes that he or she has suffered unfair discrimination.
8. Complaints of discrimination, harassment and victimisation by employees against other employees or members of the public on the grounds covered by this policy statement will be investigated, and if upheld, could result in disciplinary action.

Please refer to council websites of Barnsley and Rotherham for further Equal Opportunities statements