top of page

Equal Opportunities

  1. Equal Opportunities Statement 

Snug Bars is committed to promoting equal opportunities in employment and in the provision of services to our Guests. You, as a Team Member, any job applicants and our Guests will 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). 

  1. Discrimination 

  1. You must not unlawfully discriminate against or harass other people including current and former Team Members, job applicants, Guests, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with Guests, suppliers or other work-related contacts), and on work-related trips or events including social events. 

  1. The following forms of discrimination are prohibited under this policy and are unlawful: 

  1. Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or sexual preferance. 

  1. 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 justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified. 

  1. Harassment: 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. Harassment is dealt with further in our Anti-harassment and Bullying Policy. 

  1. Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment. 

  1. 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. 

  1. Recruitment and Selection 

  1. Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible. 

  1. Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.  

  1. Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children. 

  1. Job applicants should not be 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 can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes. 

  1. Disabilities 

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate. 

  1. Part-time and Fixed-term Work 

Part-time and fixed-term Team Members should be 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. 

  1. Support and Training 

  1. Training needs will be identified through regular reviews. You will be given appropriate access to training to enable you to uphold the principles of this Policy.  

  1. We recognise that sometimes discrimination is unintentional, as everyone has unconscious biases that could be difficult to identify. If we conclude that an employee has unconsciously discriminated against another person or group of people, we will provide that person with training and counselling, and implement procedures that mitigate possible bias. However, if an individual shows an unwillingness to address or change their behaviour, there may be disciplinary consequences.  

  1. We will not be lenient in cases of assault, sexual harassment, overt discrimination or workplace violence, whether physical or psychological. Such behaviour will, in the absence of mitigating circumstances, be treated as gross misconduct resulting in dismissal.  

  1. Actions To Prevent Discrimination 

  1. To ensure that the principles of this Policy are adhered to, we will: 

  1. Provide training to staff – both to recognise possible discrimination and also how to prevent/deal with it  

  1. Use inclusive language in job adverts 

  1. Include an Equality Statement on our website and, where possible, job adverts 

  1. Accommodate people with disabilities, and make adjustments where necessary 

  1. Ensure the Company’s principles of diversity and equality are taken into account in all decisions 

  1. Require managers to keep records of their decisions concerning their team members and job candidates 

  1. Breaches of this Policy 

  1. 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. 

  1. If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure. Complaints will be treated in confidence and investigated as appropriate. Guests can raise any concerns by emailing 

  1. You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure

bottom of page