Introduction
Dublin Bus is fully committed to a policy of equality of opportunity and treatment  in its employment practices.

Individuals will be selected, promoted and treated only on the basis of their  abilities and merits, according to the requirements of the job.

We will ensure that there is no direct or indirect discrimination against any job applicant or employee on the grounds of gender, marital status, family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller community.

2.1

Identifying a vacancy, advertising and attracting applicants

2.1.1

The job specification and person specification are regularly reviewed and updated when necessary.

2.1.2

Advertising
To ensure open and fair competition and recruitment of a diverse workforce we will ensure that the text of advertisements are based on the role profile and that each vacancy will be advertised in line with agreed procedures.

All advertisements will be drafted by the HR Department in line with Marketing Department guidelines.

All advertisements will reflect the Authority's commitment to equality.  In the wording, design and placing of advertisements, we will seek to avoid giving  the impression that we would favour, or discriminate against, any applicants  on the grounds of any of the nine categories of discrimination described in the  Employment Equality Act, 1998 and 2004 as listed in Section 1 above.

Each advertisement will carry a statement that Dublin Bus is an equal opportunities employer.

2.2 

Application forms and selection for interview
If candidates are short listed for interview, this will be done in accordance with the selection criteria, considering only the information provided on the applications and avoiding any subjective assessment.

2.3

Interview process
Dublin Bus will ensure that interviewers are trained to conduct interviews in a  non-discriminatory way.

To reflect our commitment to equality, interviewing and selection processes will have regard to the following guidelines:

• Questions will relate to the requirements of the job.
• Similar, relevant questions will be asked of all candidates and evaluated in the same way. However, this will not restrict interviewers developing their questioning depending on the relative qualifications/experience of candidates.
• Interviewers will be careful to avoid bias and not ask questions, which might be taken as discriminatory, e.g. on any of the nine categories under Employment Equality legislation.

Best practice guidelines will apply both to the recruitment of new employees and to the selection of internal candidates for promotion.

2.4

Assessment procedures
All assessments, including psychometric testing for job applicants and performance assessments will be conducted in a fair and non-discriminatory way.

Employee assessments will be conducted in an objective manner, bearing in mind the principles of equality of opportunity.

2.4 

Interview boards
All interview boards will be drawn from an approved panel of people who receive on-going training in interview skills. 

Where possible and practicable, efforts will be made to ensure that both women and men are represented on interview boards.

3.

Training and career development
Employees' opportunities for training will be based on the requirements of the job and career development will be based on their abilities and merit, and neither will  be influenced by considerations of gender, marital status, family status, sexual orientation, religious belief, age, disability, race or membership of the traveller community.

While it is recognised that the business needs of Dublin Bus are paramount, we are committed to a relevant training and career development policy for all staff irrespective of their work patterns or locations.

4.

Pay and conditions of employment
We will comply fully with the Employment Equality Act, 1998 and 2004 in  relation to pay, remuneration and conditions of employment.

5. 

Disciplinary procedures
The Company’s disciplinary procedures, including dismissal procedures, will be applied in a non-discriminatory way.

6.

Disability
Dublin Bus is committed to equality of opportunity in relation to the employment of people with disabilities.

Employees with disabilities are treated fairly and with respect, and judged only on their abilities and performance of the job.

We have developed a policy in relation to the employment of people with disabilities.

7.

Complaints
All complaints from employees in relation to employment equality will be handled  in accordance with our employee grievance.

Complaints in relation to recruitment should be addressed to Manager, Human Resources.

8.

Enquiries
All enquiries in relation to employment equality in Dublin Bus should be addressed to: Employee Development & Equality Manager, Dublin Bus,
59-60 Upper O’Connell Street, Dublin, 1. 

9.

Review and Monitoring
All aspects of this policy will be monitored and will be reviewed every two years.