C4 Sightcare LogoMorpeth: 01670 518 612  Newcastle: 0191 232 1002  RVI:  0191 221 0934

Training and promotion

The Company will train all relevant managers in the Company’s policy on equal opportunities and in helping them identify discriminatory acts or practices or acts of harassment or bullying on the ground of disability. Managers will be responsible for ensuring they actively promote equal opportunity for disabled employees within the departments for which they are responsible.

The Company will also provide training to all employees to help them understand their rights and responsibilities in relation to dignity at work and what they can do to create a work environment free of bullying and harassment on the ground of disability.

Where a promotional system is in operation, it will not be discriminatory and it will be checked from time to time to assess how it is working in practice.  When a worker with a disability appears to be excluded from access to promotion and training and to other benefits, the promotional system will be reviewed to ensure there is no unlawful disability discrimination.

Terms of employment, benefits, facilities and services

All terms of employment, benefits, facilities and service will be reviewed from time to time, in order to ensure that there is no unlawful discrimination on the ground of disability.


It is against the Company’s policy for any employee to harass another employee on the ground of his or her disability.  Harassment occurs where a person engages in unwanted conduct which has the purpose or effect of violating the other’s dignity at work or creating an intimidating, hostile, degrading, humiliating or offensive work environment for the other person.  Harassment may comprise intentional bullying which is obvious or violent but it can also be unintentional or subtle, such as the use of nicknames or teasing.  It is for the disabled complainant to decide for him or herself what they regard as offensive.

Reporting complaints

All allegations of discrimination or harassment on the ground of disability will be dealt with seriously, confidentially and speedily.  The Company will not ignore or treat lightly grievances or complaints of discrimination or harassment from employees who are disabled.

With cases of harassment, while the Company encourages employees who believe they are being harassed to notify the offender (by words or by conduct) that his or her behaviour is unwelcome, the Company also recognises that actual or perceived power and status disparities may make such confrontation impractical.  

If you wish to make a complaint of discrimination or harassment on the ground of disability, you should follow the following steps:

1. First of all, report the incident of discrimination or harassment to your manager. If you do  not wish to speak to your manager, you can instead speak to Paul Boyle.

Disability Policy Page 3