Equal opportunities policy

This guidance document has been produced in response to requests from volunteers. It is being released following consultation with the registration and standards committee and approval by the registration group. This document is still evolving, and will be updated at regular intervals.


The IET recognises that by encouraging and managing diversity in our workforce and by eliminating discrimination, we can more effectively meet the objectives of our organisation and thereby meet the needs of our staff, membership and customers.

In pursuit of the above, the IET is fully committed to both the spirit and letter of the law in relation to equal opportunities and anti-discrimination. The IET believes that the principle of equal opportunity should govern every aspect of employment and that all employees and job applicants will be treated equitably and fairly regardless of their sex, sexual orientation, parental status, disability, race, religion or belief, age, part-time working or when exercising any statutory right* in relation to any employment policy, procedure or terms and conditions of employment.

*Examples of statutory rights include maternity/paternity/parental leave/trade union membership etc.

This policy, including the aims which are set out below, is provided for guidance only and is not intended to be contractually binding.

Policy aims

1. To attract and recruit the best from the widest selection pool, to meet the requirements of each vacancy.  This includes operating a recruitment and selection procedure that is equitable and fair, and which has been drawn up in line with all legislative requirements and good practice recommendations.
2. To promote employment practices designed to provide all employees with a fair and equitable working environment, and to provide access to routes of complaint and support when potential or real breaches of this policy could occur. This includes operating disciplinary, grievance and bullying and harassment policies and procedures, which are designed in a manner to support the principles in this policy.

3. To provide employees with equitable access to training, development and opportunities, in order to enable them to develop their potential. This is supported by the development of comprehensive training and selection polices and procedures, and by the high level of support and commitment the IET demonstrates towards the development of its employees.

4. To ensure compliance with equal opportunities legislation and associated codes of conduct.


It is the responsibility of all employees to act in accordance with this policy at all times during their employment. It is also the responsibility of all managers to ensure that employees are made aware of the policy; that everyone adheres to its principles; and to investigate and deal promptly with any infringements, in line with the relevant IET polices. The management board has the ultimate responsibility for ensuring that this policy is implemented and adhered to.

In order to monitor the effectiveness of the policy, records are maintained of all employees and recruitment and selection activity, which can be analysed with regard to any potential direct or indirect discrimination. Such analysis will be carried out by the human resources department and reported to the management board annually, with recommendations for change or action as appropriate.


Behaviour or treatment, which is contrary to the content or spirit of this policy, will not be tolerated.

If you have a complaint, you are encouraged in the first instance to seek advice and support from your immediate line manager in order to resolve the matter informally.

If your complaint cannot be resolved informally, then you should raise the matter formally using the IET grievance procedure.

Any employee who is found to have acted contrary to this policy will be subject to action under the disciplinary policy and procedure with penalties considered up to and including dismissal.

Malicious or unwarranted complaints

The IET will also take very seriously any malicious or any unwarranted allegations of discrimination and will take appropriate disciplinary action where necessary.

May 2006