1) We recognise that discrimination is unacceptable and although equality of opportunity has
been a long standing feature of our employment practices and procedure, we have made the
decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to
disciplinary proceedings and, if appropriate, disciplinary action.

2) The aim of the policy is to ensure no job applicant, employee or worker is discriminated
against either directly or indirectly on the grounds of age, disability, gender reassignment,
marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual
3) We will ensure that the policy is circulated to any agencies responsible for our recruitment
and a copy of the policy will be made available for all employees and made known to all
applicants for employment.

4) The policy will be communicated to all private contractors reminding them of their
responsibilities towards the equality of opportunity.

5) The policy will be implemented in accordance with the appropriate statutory requirements
and full account will be taken of all available guidance and in particular any relevant Codes
of Practice.

6) We will maintain a neutral working environment in which no employee or worker feels under
threat or intimidated.


1) The recruitment and selection process is crucially important to any equal opportunities
policy. We will endeavour through appropriate training to ensure that employees making
selection and recruitment decisions will not discriminate, whether consciously or
unconsciously, in making these decisions.
2) Promotion and advancement will be made on merit and all decisions relating to this will be
made within the overall framework and principles of this policy.
3) Job descriptions, where used, will be revised to ensure that they are in line with our equal
opportunities policy. Job requirements will be reflected accurately in any personnel
4) We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
5) We will not confine our recruitment to areas or media sources which provide only, or mainly,
applicants of a particular group.
6) All applicants who apply for jobs with us will receive fair treatment and will be considered
solely on their ability to do the job.
7) All employees involved in the recruitment process will periodically review their selection
criteria to ensure that they are related to the job requirements and do not unlawfully
8) Short listing and interviewing will be carried out by more than one person where possible.
9) Interview questions will be related to the requirements of the job and will not be of a
discriminatory nature.
10) We will not disqualify any applicant because he/she is unable to complete an application
form unassisted unless personal completion of the form is a valid test of the standard of
English required for the safe and effective performance of the job.
11) Selection decisions will not be influenced by any perceived prejudices of other staff.

1) Senior staff will receive training in the application of this policy to ensure that they are aware
of its contents and provisions.
2) All promotion will be in line with this policy.


1) We will maintain and review the employment records of all employees in order to monitor
the progress of this policy.
2) Monitoring may involve:
a) the collection and classification of information regarding the race in terms of
ethnic/national origin and sex of all applicants and current employees;
b) the examination by ethnic/national origin and sex of the distribution of employees and
the success rate of the applicants; and
c) recording recruitment, training and promotional records of all employees, the decisions
reached and the reason for those decisions.
3) The results of any monitoring procedure will be reviewed at regular intervals to assess the
effectiveness of the implementation of this policy. Consideration will be given, if necessary,
to adjusting this policy to afford greater equality of opportunities to all applicants and staff.

Managing Director, Matt Ellis
Date: 13th July 2022

This document is an extract from the Broadcast Media Services Ltd. Employee Handbook – version
control of this document therefore follows the version control of the Employee Handbook which is
currently v.6

Author: Matt Ellis, Managing Director
Signature: Matt Ellis
Version: 3
Date: 13/7/22
Management Approval: Matt Ellis, Managing Director
Signature: Matt Ellis
Date: 13/7/22

Who we work with


BMS has worked with many FTSE 250 companies and their corporate communications teams to put their Gold Command team under the most realistic extreme pressure.