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Equal Opportunities

The Company’s Policy and Commitment to Equal Opportunities

It is the policy and practice of Threadneedle Investments (the Company) to provide equal employment opportunities to all employees and applicants. The Company does not discriminate on the basis of sex, race, religious belief, disability, colour, nationality, ethnic or national origin, marital status, sexual orientation or age. The Company is committed to ensuring that all individuals are aware of the Equal Opportunities Policy and their own responsibility within this.


The Equal Opportunities Policy applies to all job applicants and employees and is to ensure that no applicant or employee is disadvantaged by any employment conditions or requirements, which cannot be shown to be justifiable.  The policy extends to all aspects of employment practice including recruitment, training, career development, performance management, promotion, remuneration, redeployment and redundancy.

  

Application

The Company will:

  • Base selection and promotion decisions on suitability for the job. The individual's ability and merit will be the sole criteria.
  • Encourage individuals to develop their skills.
  • Provide an environment within which all employees have equal opportunity to progress within the organisation.
  • Ensure that conditions of employment and systems of determining pay do not discriminate against any particular category of employee.
  • Ensure that part-time employees are not treated less favourably than full-time employees.
  • Encourage individuals with disabilities to join the business, including making any reasonable adjustments to the work place or to working practices to facilitate their employment.
  • Wherever possible, retain in our employment any employee who becomes disabled.
  • Regard any deliberate discriminatory action by individual managers or members of staff as a serious disciplinary offence.
  • Maintain a regular system of monitoring so that all employment decisions reflect the business policy on equal opportunities.
  • Comply with legal requirements concerning the provision of equal opportunities in employment.
  • Offer all employees information on the Equal Opportunities Policy including explanations of what the policy means, the forms of discrimination and guidance on the dangers of general assumptions and prejudices.


Employee Responsibilities

All employees are required to comply with the Company’s Equal Opportunities Policy and practices.   Any form of discrimination, including harassment and bullying, will be dealt with in accordance with the Grievance or Disciplinary Procedure as set out in the Harassment and Bullying Policy and the Employee Handbook.

If an employee believes that some form of discrimination, harassment or bullying is occurring they should consult on a confidential basis with their HR representative, in accordance with the Grievance Procedure.

Complaints will be investigated by the most appropriate trained/experienced person, with sensitivity, in a confidential manner with due regard to the rights of all parties to the complaint. All investigations will be carried out independently and objectively, with support and guidance from the HR Department.

All alleged complaints of discrimination, victimisation or harassment will be treated very seriously, thoroughly investigated and dealt with speedily. Those responsible for discriminatory actions may be liable to disciplinary proceedings under the Company's disciplinary policy, which could lead to dismissal.

Every effort will be taken to ensure that staff will be protected against victimisation or retaliation for bringing a complaint of discrimination or harassment when assisting in an investigation.  Any evidence of victimisation will result in disciplinary action being taken.

  

What Employees Can Do To Help Eliminate Discrimination

  • Be aware of what equal opportunity means and ensure that you understand your responsibilities.
  • Follow the Company’s agreed procedures and be consistent in the treatment of other people at work and as customers.
  • Be aware of personal bias and do not let it unfairly influence actions or decisions.
  • Do not make assumptions about others – always check out the facts and seek their input in finding solutions.
  • Report any acts of discrimination to the appropriate Line Manager or to their HR representative.