BARRETT PROPERTY MANAGEMENT ANTI-DISCRIMINATION POLICY

Our Commitment

Barrett Property Management is committed to eliminating discrimination and promoting equality and diversity in its own policies, practices and procedures and in those areas in which it has influence. This applies to our professional dealings with staff, clients and third parties. We intend to treat everyone equally and with the same attention, courtesy and respect regardless of their disability, gender, marital status, race, age, racial group, colour, ethnic or national origin, nationality, religion or belief or sexual orientation.

Regulation and legislation

In developing and implementing its anti-discrimination policy, Barrett Property Management is committed to complying with all current and any future anti-discrimination legislation and associated codes of practice including, but not limited to:
(a) the Equal Pay Act 1970,
(b) the Sex Discrimination Act 1975,
(c) the Race Relations Act 1976,
(d) the Disability Discrimination Act 1995,
(e) the Employment Rights Act 1996,
(f) the Employment Equality (Sexual Orientation) Regulations 2003,
(g) the Employment Equality (Religion or Belief) Regulations 2003 and any relevant amendments or re-enactments of such legislation

i. The Commission for Racial Equality code of practice for the elimination of racial discrimination and the promotion of equality of opportunity in employment
ii. The Equal Opportunities Commission code of practice on sex discrimination; equal opportunities policies, procedures and practices in employment
iii. The Equal Opportunities Commission code of practice on Equal Pay
iv. The Disability Discrimination Act 1995 codes of practice in relation to rights of access to facilities, services and premises in employment
v. The European Community code of practice on the protection of the dignity of men and women at work.
And any relevant amendments to such codes or further codes of practice

Forms of Discrimination

The following are the kinds of discrimination, which are against our policy:
(a) Direct discrimination, where a person is treated less favourably on the grounds of race, racial group, colour, ethnic or national origins, sex, age, pregnancy, marital status, disability or sexual orientation or religion or belief.
(b) Indirect discrimination, where an apparently neutral provision, criterion or practice would put a substantially higher proportion of the members of one sex, or persons having a racial or ethnic origin, or a particular religion or belief, or a particular disability or a particular sexual orientation at a particular disadvantage compared with other persons unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary
(c) Victimisation, where someone is treated less favourably than others because he or she has taken action against the firm under one of the relevant Acts.
(d) Harassment, when unwanted conduct related to any of the grounds referred to above takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may involve physical acts or verbal and non-verbal communications and gestures. This will include physical, verbal and non-verbal acts.