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Equal Opportunities

POLICY

GfK NOP Ltd is an equal opportunities employer.

It is the Company's policy to ensure that all job applicants and employees are treated fairly on merit regardless of their sex, sexual orientation, marital status, age, physical characteristics, religion, race, colour, nationality, national or ethnic origin or disability (referred to in this Policy, as race, sex or disability).

All employees should be aware of the importance that the Company attaches to its Equal Opportunities Policy and should ensure that they do not by their own actions, behaviour or attitudes directly or indirectly or unintentionally discriminate against job applicants or employees. Any acts of discrimination will be treated as disciplinary offences; these will include, for example, discrimination in selecting for recruitment, promotion or training, refusing to work with or for a person because of his or her race, sex or disability and harassment of any employee.

PRACTICE

1. As an equal opportunities employer, the Company recognises the need for continuous action and improvement to promote equality of opportunity. Every manager and employee has a personal responsibility to implement this Policy. Any issue about the application of the Policy or other questions should be addressed to either the appropriate Line Manager or the Human Resources Director.

2. The Policy applies to the advertisement of jobs, recruitment and appointment to them, training, conditions of work, pay, promotion and to every other aspect of employment.

3. The Company requires that its suppliers and customers be treated consistently under this Policy.

4. Decisions in the areas of recruitment, training and promotion will be made only by reference to the requirements of the job and shall not be influenced by any consideration of race, sex or disability. Managers and Staff involved in recruitment, training and promotion will be provided with equal opportunities training in these areas and they should request additional training or guidance if they have any doubts about the application of this Policy.

5. Complaints about or reports of discriminatory conduct should be made through the Company's Grievance Procedure. Alternatively such complaints and reports may be made directly to the Human Resources Director if this is more appropriate.

6. Any employee who harasses or treats any other employee less favourably on the grounds of race, sex or disability will be subject to the Company's Disciplinary procedure. In serious cases such conduct will constitute gross misconduct and, as such, may result in summary dismissal.

7. Malicious and unfounded allegations of discriminatory conduct will also be subject to disciplinary proceedings against the complainant.

The Company is committed to providing an on-going programme of action to ensure that this Policy is implemented effectively.