1.4. Further information for staff having any complaint arising in connection with subjects described above or any other employment legislation matter may be obtained from the Human Resources Office.

1.6. It is House of Lords policy that staff shall have equality of opportunity for employment and advancement on the basis of their ability, qualifications and suitability for work. There must be no discrimination on grounds of gender, marital status, age, race, colour, disability, religious affiliation or sexual orientation. This policy is in line with Civil Service policy statements, UK legislation on equality of opportunity and equal pay, and European Community law. The terms and conditions of staff are kept under review by the Human Resources Office to ensure that they do not discriminate against any particular group or individual, and equal opportunities and diversity training are compulsory for all staff.

1.7. The existence of an equal opportunities policy cannot in itself ensure that there is no discrimination. It is important that staff at all levels accept their individual responsibility and put the policy into practice in their day-to-day work, ensuring that they are not behaving in a way that could, intentionally or not, discriminate against or cause feelings of harassment in others. Discrimination is a serious matter and the consequences of such behaviour can lead to a lowering of morale and can result in disciplinary action and even individual legal liability under the relevant legislation. Managers at every level have a particular responsibility to ensure that they are aware of equal opportunities issues generally and that the House's policy is applied in their area. They should take particular care to be seen to be impartial in their dealings with all staff; ensure that their own conduct accords with the policy; and take appropriate action to deal with any difficulties which arise from lack of impartiality by any member of staff. Furthermore all staff should be aware of the forms which discrimination can take and act to prevent them:

Direct discrimination takes place when one person is treated less favourably than others in the same circumstances. An example is the refusal to recruit someone who has the required skill because they belong to a particular ethnic group or because of their gender.

Indirect discrimination means applying a condition or requirement of employment which adversely affects, or favours, one particular group more than another, and which cannot be justified in terms of the requirements for performing the job. For example, an unnecessary physical requirement might discriminate against a person with a disability.

Abuse and harassment. Discrimination also covers actions which amount to abuse and/or harassment. In the House of Lords harassment is defined as

  "unwanted and unreciprocated conduct directed at an individual or group of individuals related to their race, gender, disability, creed, nationality, religion, ethnic origin or any other personal characteristic, which affects the dignity of the individual or group."

Harassment is not confined to unwanted physical contact or offensive comments but might include suggestive remarks, jokes and banter based on age, race, religion, gender etc., pin-ups and accessing sexually explicit material on any Internet Website. It might also include bullying, intimidation, or victimisation. None of these is desirable in a working environment in which all employees are treated with dignity and respect. Such action would constitute less favourable treatment by creating a hostile working environment likely to affect the work and personal well being of employees.

Unconscious discrimination Care should be taken to guard against the more subtle, unconscious and much more common forms of discrimination which may not be perceived easily (for example in staff appraisals or in work allocation). These may result from general assumptions about the capabilities, characteristics and interests of particular groups, for example, by assuming that part-time workers are less committed and not so interested in promotion or that women are physically less able.