[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-307032-105":53,"doc-detail-307032-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","vital-energi-equal-opportunity-diversity-policy-and-procedure-policy","Vital Energi Equal Opportunity, Diversity Policy and Procedure - Policy","","Vital Energi Utilities Ltd sets out an equal opportunity and diversity approach opposing discrimination in all employment decisions, including recruitment, training, promotion, remuneration and related practices. The policy applies to employees, contractors, temporary and part-time workers, agency staff, home workers and job applicants, with protection under the Equality Act 2010. It describes manager responsibilities for informal resolution, formal disciplinary escalation, and the aim of an inclusive, respectful culture. It also defines equal pay objectives, audits, monitoring and the HR Department’s compliance responsibility.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/vital-energi-equal-opportunity-diversity-policy-and-procedure-policy/307032/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/vital-energi-equal-opportunity-diversity-policy-and-procedure-policy/307032.png","ImageObject",442,249,{"name":88,"@type":89},"Olivia Brown","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-20","2026-09-19",true,{"@type":98,"interactionType":99,"userInteractionCount":9},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Who is covered by this equality and diversity policy?","Question",{"text":108,"@type":109},"The policy applies to employees, contractors, casual/seasonal workers, temporary and part-time workers, agency staff (subject to employment or implied contract arrangements), home workers, job applicants, and in some cases ex-employees.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What does the policy require regarding discrimination and other harmful conduct?",{"text":113,"@type":109},"It requires fair and equal treatment regardless of protected characteristics and states that discrimination, victimisation, harassment, or other detriment will not be tolerated, with disciplinary action considered whether issues occur on or off premises and within or outside normal working hours.",{"name":115,"@type":106,"acceptedAnswer":116},"How does the policy address equal pay?",{"text":117,"@type":109},"It aims to promote equality of opportunity for men and women, eliminate unfair pay practices, take remedial action, and review related policies for consistency. It includes regular equal pay audits, training and guidance for those determining pay, monitoring pay statistics, prioritised grievance handling, and ensuring pay differences are justified by a material factor such as skills, qualifications, performance and responsibility level.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},307032,1789843404,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":73,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":73},16904993612988,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","Policy  \nVital Energi Utilities Ltd (Vital Energi) is opposed to all forms of discrimination and selection for employment, training and promotion will be on the basis of suitability for the job/merit. It is Company policy to treat all job applicants and employees fairly and equally regardless of sex, pregnancy and maternity related, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age, race, colour, nationality, national or ethnic origins or disability. The Company will monitor the composition of the workforce to ensure that this policy is effective.  \nEquality Act 2010  \nThe Equality Act 2010 applies to all employers and protects:  \n➢ Employees  \n➢ Contractors  \n➢ casual and/ or seasonal workers  \n➢ temporary workers  \n➢ part-timers  \n➢ agency staff, provided they are employed by the agency on a contract of employment or can show that thereis (or was) an implied contract of employment or contract for services between them and the client organisation to which they are (or were) assigned  \n➢ home workers  \n➢ job applicants  \n➢ (in some cases) ex-employees.  \nAll of the above have the right not to be discriminated against, victimised, harassed or subjected to any other form of detriment because of any of the age, disability, gender reassignment, marriage and civil partnership, pregnancy & maternity, race, religion or belief, sex or sexual orientation and any infringement of the policy will not be tolerated. Disciplinary action will be considered in accordance with Company policy regardless of whether the infraction takes place inside or outside Company premises or inside or outside normal working hours.  \nVital Energi’s HR & People Director is responsible for the monitoring, updating and implementation of this policy. For employees details are available which is available via the normal platforms of communication; intranet, Knowledge Hub or upon request. Clients or members of the public should write to: HR & People Director, Vital Energi, Century House, Roman Road, Blackburn, Lancashire. BB1 2LD or telephone 01254 296 000.  \nOur Aim and Uploading this Policy  \nWhere appropriate, and before taking any formal disciplinary action, the Manager/ Supervisor will make every effort to resolve the matter by informal discussions with the employee. Minor misconduct, poor performance or minor breaches of rules will normally result an in informal warning being given by the immediate manager. Only where this fails to bring about the desired improvement should the formal disciplinary procedure be implemented.  \nThe aim of this policy is to ensure that the Company follows good employment practices and all reasonable steps are taken to prevent discrimination on all grounds to all within the Company. This policy should be adhered to at all times by all levels throughout the Company. Managers and employees have a personal responsibility for the successful implementation of this policy; with the HR & People Director overall taking responsibility to implement this throughout the Company.  \nThe Company ensures the fair treatment of its employees by removing any barriers preventing the implementation of this policy. The policy applies to the advertisement, recruitment and appointment of jobs, conditions of work, training and promotion of an individual, remuneration and other employment practices that affect all levels of employees within the Company.  \nAs an organisation, we strive to:  \n➢ accept that everyone has a right to their distinctive and diverse identities;  \n➢ understand how equal opportunity can improve our ability to compete in the market place;  \n➢ provide all employees with the training and development they need to achieve the Company’s aims and objectives; and  \n➢ provide a supportive, open environment in which individuals have the opportunity to reach their highest potential.  \nVital Energi aims to establish an inclusive culture, free from discrimination and based upon the values of","cbCaidHtNPYKDnzE","https://ap.wps.com/l/cbCaidHtNPYKDnzE","pdf",267037,"English","# Policy Scope and Commitment\n# Equality Act 2010 Protection\n# Roles, Communication and Compliance\n# Manager Approach and Disciplinary Procedure\n# Aims for Inclusive Culture\n# Equal Pay Objectives and Mechanisms","[{\"question\":\"Who is covered by this equality and diversity policy?\",\"answer\":\"The policy applies to employees, contractors, casual/seasonal workers, temporary and part-time workers, agency staff (subject to employment or implied contract arrangements), home workers, job applicants, and in some cases ex-employees.\"},{\"question\":\"What does the policy require regarding discrimination and other harmful conduct?\",\"answer\":\"It requires fair and equal treatment regardless of protected characteristics and states that discrimination, victimisation, harassment, or other detriment will not be tolerated, with disciplinary action considered whether issues occur on or off premises and within or outside normal working hours.\"},{\"question\":\"How does the policy address equal pay?\",\"answer\":\"It aims to promote equality of opportunity for men and women, eliminate unfair pay practices, take remedial action, and review related policies for consistency. It includes regular equal pay audits, training and guidance for those determining pay, monitoring pay statistics, prioritised grievance handling, and ensuring pay differences are justified by a material factor such as skills, qualifications, performance and responsibility level.\"}]","Vital Energi Equal Opportunity, Diversity Policy and Procedure - Policy | PDF"]