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Equal Opportunities in Teagasc

Teagasc is committed to a policy of equality of opportunity in its employment practices, policies and procedures. It will ensure that no applicant or employee receives less favourable treatment on the grounds of gender, marital status, family status, disability, age, religion, sexual orientation, race, colour, nationality or ethnic or national origins and membership of the travelling community.

Employees will be selected, promoted and treated on the basis of their capacity, suitability and according to the requirements of the post.

Recruitment/selection

To ensure that indirect discrimination does not occur, qualifications and requirements i.e. experience, aptitude and potential, will be in line with what is necessary to fill the position.

Application forms will only require necessary and relevant information. Where selection procedures are used, these will relate directly to the genuine requirements of the post.

Advertising Posts in Teagasc

In accordance with and subject to the provisions of the Employment Equality Acts, 1977 and 1998, all posts in Teagasc are open to suitably qualified men and women applicants.

Interview panels

Members of interview boards will be instructed in good interview practice and in the prevention of discrimination. Teagasc will ensure that, as far as possible, interview panels will be gender inclusive.

Training

Training both formal and informal is important to career development and job enhancement, and will be equally available to all staff.

Promotion

Promotion within Teagasc shall be determined solely by the application of objective criteria and personal performance and suitability.

Working arrangements

Efforts are made to enable staff to combine their work and family responsibilities. Career breaks/work sharing/parental leave, etc., are available options. Access to flexible working arrangements will be equally available to men and women.

Equal pay

Teagasc is an equal opportunities employer and fully subscribes to the principle of equal pay as defined in the Anti-Discrimination (Pay) Act of 1974, which confers an entitlement to equal pay and benefits on men and women.

All payment agreements, whether negotiated through the mechanism of a national pay round or as an internal Teagasc agreement will take the provisions of this Act into account.

Intimidation/bullying and sexual harassment

Teagasc recognises its responsibilities under the Safety, Health and Welfare at Work Act, 1989, and the Employment Equality Act, 1998. Teagasc accepts that all staff are entitled to be treated with respect and their work environment must be such that staff are free to perform their duties in a climate free from intimidation/bullying and sexual harassment from other staff members, from clients, customers or other business contacts.