Equal Opportunities Policy


We are committed to the principle of equal opportunities in employment and therefore promote equality of opportunity in the recruitment, promotion, appraisal, training and development of our staff and otherwise treat them on a basis of their relative merits and abilities. We are opposed to any form of less favourable treatment or financial reward through direct or indirect discrimination, harassment, victimisation to employees or job applicants on the grounds of race, religious beliefs, political opinions, creed, colour, ethnic origin, nationality, marital/parental status, gender, sexual orientation or disability and to any form of less favourable treatment on the grounds of handicap or age (subject to normal retirement conventions).


We recognise our obligations under the Sex Discrimination Act, The Equal Pay Act, Article 119 of the Treaty of Rome, The Race Relations Act and The Codes of Practice published by the Equal opportunities Commission, The Rehabilitation of Offenders Act, Gender Reassignment, the Commission for Racial Equality and the European Commission;


For the elimination of racial discrimination and the promotion of equal opportunity in employment;


For the elimination of discrimination in pay between men and women who do the same work, or work of a similar nature or work of equal value.


We will:

  • Not tolerate racial discrimination and aim to ensure that no job applicant, employee, trainee or customer is treated unfairly on the rounds of their race, colour, nationality, ethnic origin, gender disability, sexual orientation, age or religion; having regard to the individual’s aptitudes and abilities and the requirements of the job;
  • Under no circumstances will Wonderberry be influenced, pressured or intimidated by any political, religious or racial fanatics whereby our code of conduct is compromised;
  • Take disciplinary action where there is evidence of racial discrimination, abuse or harassment;
  • Monitor all allegations, which include a racial element, to double-check they have been responded to adequately and fairly and according to policy.
  • A senior manager is responsible for implementing equality of opportunity policies within the company together with monitoring recruitment, work allocation, discipline and dismissal procedures to identify any racially uneven statistical patterns that require further investigation.
  • All Wonderberry managers and staff are aware of their responsibilities under the Race Relations Act 1976, Disability Discrimination Act 1995 and the company’s Equal Opportunities Policy.