Equal Opportunities

Why must we promote equality and diversity?

There is a duty on all TGS employees and members to: 

  • eliminate unlawful discrimination 

  • promote equality of opportunity 

  • promote good relations between all people  

Our staff are TGS's most significant and valuable asset. Underlying everything we do is the expectation that we will deliver a high quality service to the diverse community of TGS. That aim is best achieved by actively supporting a workforce drawn from all sectors of that community. 

TGS opposes all forms of discrimination on the grounds of race, colour, nationality, ethnic or national origin, religion or belief, gender and gender identity, marital and civil partnership status, sex and sexual orientation, medical condition (including people living with HIV or AIDS), disability and age. 

TGS will not accept unlawful discrimination or harassment. Discrimination and harassment undermine the personal dignity of individuals. Such behaviour is unprofessional, unacceptable, and may well be unlawful. 

Should I treat everyone the same?  

No: working towards equality of opportunity means understanding and respecting that we all have different needs. There are greater opportunities to gain from a more diverse workforce by seeking to understand the needs and aspirations of our colleagues. 

What are the duties?  

We have legal duties, within TGS to: 

  • eliminate unlawful discrimination 

  • promote equality of opportunity and 

  • promote good relations between all people 

The duties require an active and positive approach - they are statutory requirements and not optional. They come with a commitment to remove institutional discrimination and to treat direct discrimination as a disciplinary matter. 

Who does the policy apply to?  

This policy sets out TGS’s general approach to diversity and equality in employment, and seeks to ensure that all employees, contractors, temporary workers and job applicants receive benefit from equality of opportunity. It applies irrespective of:

  • gender or gender identity 

  • marital or civil partnership status 

  • sex or sexual orientation 

  • pregnancy or maternity 

  • race, colour, ethnicity or national origin 

  • religion or belief 

  • disability 

  • medical condition, including people living with HIV or AIDs 

  • age 

  • trade union membership or activity 

  • political view or affiliation 

This is not an exclusive list. The policy expects all employees to support the full, diverse range of lifestyle choices that exist in the community. Accordingly, we expect, subject to our reasonable business and service requirements a positive, supportive and flexible approach to staff that have: 

  • childcare or other caring responsibilities 

  • interests that support the community - such as voluntary or charity work 

  • interests that support society generally - such as magistrates or members of public bodies 

  • other personal interests - such as personal study