Maintaining Johnson Matthey's competitive edge means recruiting, retaining and developing the best available people. We aim to ensure that the talents and resources of employees are utilised to the full, and that no job applicant or employee receives less favourable treatment on the grounds of gender, marital status, age, race, ethnic origin, creed, sexual orientation, or disability, or is disadvantaged by requirements or conditions which cannot be justified. This policy applies to all areas of employment. including recruitment, training, promotion, transfer and termination of employment.The Company recognises that people with disabilities are often denied a fair chance at work because of misconceptions about their capabilities. Equally, it makes sense to re-employ staff who become disabled, after rehabilitation or training. We will seek to enhance the opportunities available to people with disabilities by attempting wherever possible to overcome such obstacles as the need to modify equipment, to re-structure jobs, or to improve access to premises, provided such action does not compromise health and safety standards. All members of staff have the right to be treated with dignity and respect at work.The Company regards any form of victimisation, bullying or harassment, whether verbal or physical, as unacceptable. Every employee has a personal responsibility to treat people fairly and without prejudice, to value and respect others, to ensure that no-one is harassed, victimised or bullied in the workplace, to promote a working environment where everyone feels confident to report incidents that are unfair or personally offensive, and to seek to develop their own skills and encourage others.If you believe you have been discriminated against in violation of this policy, you should report the matter to your Manager or to the Personnel Manager. All such complaints will be investigated properly and thoroughly. and if substantiated, appropriate disciplinary action, which could include dismissal, will be taken.