Anti-Discrimination Policies

Code of Conduct and Confidentiality

Your conduct in the Company must be scrupulously impartial and honest and seen to be so. This policy outlines the responsibilities of employees working for the Company. You also bear a responsibility as employees to act as ambassadors for the Company in terms of their general conduct.

The duties of an employee are embodied in Common Law and built on by Statute e.g., the Race Relations Act, The Sex Discrimination Act, The Health and Safety at work Act, The Prevention of Corruption Acts 1906 and 1916 etc.

Disabled Employees

It should be noted that additional support must be given to any employees who are disabled under the definition of the Disability Discrimination Act 1995 (DDA). Reasonable adjustments must be made to accommodate their difficulties. If an employee is disabled the situation must be discussed with your HR Manager to ensure that the appropriate adjustments are being made.

The employee will be fully consulted at all times. If reasonable adjustments or alternative employment prove not to be viable options, and there is no likelihood of a return to work in the near future, a decision to dismiss may be the inevitable outcome.

Equality and Diversity Policy

The success of a business depends on people. Capitalising on what is unique about individuals and drawing on their different perspectives and experiences will add value to the way we do business.

By accessing, recruiting and developing talent from the widest possible talent pool we can gain an insight into different markets and generate greater creativity in anticipating customer needs.

We will constantly strive to create a productive environment, representative of and responsive to different cultures and groups, where everyone has an equal chance to succeed.

We all have a responsibility to embrace and support this vision and must continue to challenge behaviour and attitudes that prevent us from achieving this. Using fair, objective and innovative employment practices, our aim is to ensure that:

  • All employees and potential employees are treated fairly and with respect at all stages of their employment;
  • All employees have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour, whether based on sex, trans-gender status, marital status, civil partnership status, pregnancy, race, disability, age, political or religious belief or sexuality;
  • All employees have an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination.

The diversity of the communities we serve is reflected at all levels within our workforce

RICCOFFEE (UK) LTD is an equal opportunities employer. It is RICCOFFEE (UK) LTD policy that:

  • No employee should receive less favourable treatment in any aspect of employment on grounds of race or nationality or on the grounds of sex, marital status, pregnancy or maternity, disability, religion, age or sexual orientation, or be disadvantaged by conditions or requirements which cannot be shown to be justifiable;
  • All prospective employees should have equal opportunity for employment and advancement on the basis of their ability, qualifications and fitness for work;
  • Measures should be taken to encourage the recruitment and employment of disabled people.

All employees of RICCOFFEE (UK) LTD have an obligation to uphold the Equal Opportunities Policy: deliberate breach of it is a disciplinary offence and could be potentially unlawful. Everyone at RICCOFFEE (UK) LTD must therefore:

  • Treat all job applicants, fellow employees and customers fairly and impartially;
  • Refrain from all forms of racial or sexual harassment, including derogatory remarks at work. Words or actions, which are of a racial or sexual nature, will be treated as harassment where they can be perceived to have an adverse effect on working relationships, working efficiency or the general working environment.

A complaint or allegation of discrimination (including harassment) on the grounds of race, sex or disability may be raised and handled through the grievance procedure.


Women and men are fully and properly represented and rewarded for their contribution at all levels of the organisation through:

  • challenging gender stereotypes;
  • supporting employees in balancing their life at work and at home;
  • supporting employees who become pregnant and taking active steps to facilitate their return to work after maternity leave.

Trans-gender Status

People who plan to undergo, are undergoing, or have undergone gender re-assignment are protected against all forms of discrimination and harassment. The employer will take positive steps to support a trans-gender person and ensure they are treated with dignity and respect.

Marital Status

People are treated fairly and equally in the workplace irrespective of their marital, civil partnership or family status.


The racial and cultural diversity of our communities is represented at all levels of the organisation through:

  • challenging racial stereotypes;
  • understanding, respecting and valuing different racial and cultural backgrounds and perspectives.


The abilities of disabled people are recognised and valued at all levels of the organisation through:

  • focusing on what people can do rather than on what they cannot;
  • challenging stereotypes about people with disabilities;
  • making appropriate adjustments in the workplace to help people with disabilities achieve their full career potential.


Age diversity within the workforce is promoted and valued through:

  • challenging age stereotyping;
  • recognising the benefits of a mixed-age workforce.

Religious belief and political opinion

People are treated fairly in the workplace irrespective of their religious beliefs and practices or political opinions by recognising individuals’ freedom of belief and right to protection from intolerance and persecution.


Discrimination against an employee or potential employee on grounds that she or he has, or is thought to have, HIV or AIDS is not acceptable, and confidentiality will be respected in line with the wishes of an individual with HIV or AIDS.


People are treated fairly in the workplace irrespective of their sexuality through:

  • respecting different lifestyles;
  • challenging negative stereotypical views.