1 P a g e. Equal Opportunities Policy Statement

Transcription

1 Equal Opportunities Policy Statement Henderson and Taylor (Public Works) Limited is committed to promoting equality of opportunity, valuing different contributions, encouraging diversity and creating an inclusive environment in which everyone is fairly treated and respected at work. Our policy creates a framework that sets the standards for our behaviour with employees, prospective employees, customers, suppliers, sub-contractors and the communities that we serve. It aims to encourage, value and recognise everyone s contributions regardless of their background. This policy influences other policies, procedures and processes which encompass the full employment life cycle and are consistent with our corporate social responsibilities. John Lynch the Managing Director, has overall responsibility for ensuring this policy is and other related procedures are implemented. Implementation is managed by Roland Gibbins the General Manager. We will attract, select and recruit the people most suited to specific roles, based on their ability to do the job, irrespective of their background. We provide training for all employees, to develop the behaviours and attitudes across our workforce that supports our Equality, Diversity and Corporate Social Responsibilities. ƒ We aim to comply with our legal obligations and address any breached of this policy to promote a productive and harmonious workforce. We aim to build a workforce that represents the diverse communities we serve, removing barriers to employment for individuals with protected characteristics. We identify and plan other training and development opportunities against current and future needs of the business and these opportunities are available to all employees, regardless of background. We acknowledge the rights of our workforce and protect our employees and prospective employees from discrimination, victimisation, harassment and unfair treatment, including from 3rd parties. Individuals are responsible for their own behaviour and our workforce is expected to work alongside clients to deliver services that are safe and effective for all those who live in, work, or travel to the area we serve. Being a good neighbour is important to us and we will encourage a considerate attitude to the delivery of services that may cause disruption or inconvenience to communities. Operational Staff are aware of our commitment to the Considerate Constructors Scheme. We measure our success for all equality areas and monitor our progress with the Considerate Constructors Scheme towards year on year improvements. External Advice is available through the Equality and Human Rights Commission. 1 P a g e

2 The policy covers all direct employees and provides guidance on best practice for all our subcontractors working for Henderson & Taylor (Public Works) Limited. The policy will be implemented in accordance with statutory requirements and full account will be taken of the following legislation and relevant codes of practice. This list is not exhaustive but is indicative of legislation considered. The Equality Act 2010 consolidated many of the previous anti discrimination laws: ƒ Race Relations Act 1976 (as amended ƒ Race Relations (Amendment) Act 2000 & 2003 ƒ Sex Discrimination Act 1975 ƒ Disability Discrimination Act 1995 ƒ Equal Pay Act 1970 ƒ Employment Equality (Sexual Orientation) Regulations 2003 ƒ Employment Equality (Religion or Belief) Regulations 2003 ƒ Employment Act 2002 ƒ Employment Equality (Age) Regulations 2006 (with the exception of Schedules 6-8 of the Employment Equality (Age) regulations which remain in force. ƒ The Employment Rights Act 1996 ƒ The Employment Relations Act 1999 ƒ Part-Time (Prevention of less Favourable Treatment) Regulations 2000 ƒ Fixed Term Employees (Prevention of less Favourable Treatment) Regulations 2002 We will strive for equality and inclusion through working with groups with protected characteristics: ƒ Age ƒ Disability ƒ Gender reassignment ƒ Marriage and Civil Partnership ƒ Pregnancy and Maternity ƒ Race ƒ Religion of Belief ƒ Sex ƒ Sexual Orientation 2 P a g e

3 This policy aims to exclude the following forms of unacceptable behaviour: Direct discrimination Treating an individual less favourably than someone else was or would have been treated because of one of the protective characteristics Discrimination by Association Treating an individual less favourably than someone else was or would have been treated because they associate with someone with a protective characteristic. Indirect Discrimination An equally applied condition or requirement that has disproportionate adverse effect on particular groups that cannot be shown to be fair. Harassment Occurs when an individual behaves in a way which is related to one of the protected characteristics which is unwanted, violates the dignity of an individual or creates and environment which is intimidating, hostile, degrading, humiliating or offensive for that individual. 3 P a g e

4 POLICY IMPLEMENTATION Responsibilities John Lynch the Managing Director has overall responsibility for the policy and for promoting corporate social responsibility, equality, diversity and inclusion. Roland Gibbins the company General Manager will be responsible for the implementation of the policy with support from the contracts managers. Our management team will take responsibility for monitoring, evaluation, communication of the policy and training. They will ensure that associated procedures and processes are appropriate. Managers are responsible for ensuring compliance within their area of responsibility. Individuals are responsible for their actions and behaviour. Recruitment Our recruitment and selection procedures aim to attract, select and recruit the best people for the role based on their ability to do the job, irrespective of the candidates sex, marital status, disability, sexual orientation, gender re-assignment, health, age, race, nationality, religion or belief or employment status. These standards are available to our supply chain to enable them to meet our minimum criterion. We will consider options for each vacancy that may provide opportunities for internal candidates, including more flexible ways to deliver the role to encourage a wider application. Should we undertake a recruitment campaigns will include actions to attract applications from under- represented groups with protected characteristics advertising the opportunities. They are advertised with job centres or careers offices, local press and with established partnerships with minority representative organisations. Recruiters receive written instruction as part of this document to take an unbiased approach and to assess all candidates against job-based criteria through a consistent process thus avoiding stereotyped assumptions. Selection criteria are justifiable on objective grounds and relate solely to job requirements. We assess all candidates against the same criteria to eliminate bias or any element of discrimination. Interview questions and/or tests will be relevant to job requirements and will cover the same topics for each candidate. All candidates must be able to prove their eligibility to work in the UK. All reasonable adjustments are made for disabled persons to take part in interviews or to take up an offer of employment. Examples of Reasonable Adjustments undertaken include Amending DSE work stations to suit employees with disabilities, additional and relevant training, amending duties or roles within the company to cater for disabilities or health concerns. Training and Development 4 P a g e

5 Training and development opportunities are available to all employees and appropriate training services are made available to all. We will identify and plan training and development opportunities against current and future needs of the business and individual performance. All employees will receive an induction into the organisation, their teams and their role, including their individual responsibilities for meeting standards of behaviour and promoting equality and inclusion. The contract management and workforce will be guided on the diversity impact requirements during the delivery phases of the service is made fully aware of their responsibilities in respect of diversity, equality, and inclusion. EQIA s will be used to ensure that these considerations are included in design activities. Equal access to training will be provided and monitored Fair opportunity is given for the selection of people from disadvantaged or deprived groups to take up modern apprenticeships or other training where this addresses skill shortages. Skills training, that will incorporate recognised training qualifications, will be made available so that unskilled, disadvantaged groups are attracted into the workforce. Dignity at Work We support the right of everyone to be treated with dignity and respect and are committed to providing a safe working environment free from all forms of bullying and harassment. If necessary, we will protect any victims and deal effectively with such behaviour. Code of Conduct We promote good practice and provided detailed guidance to make sure employees behave in a way that is safe and legal, respect equality and inclusion and appropriately manage any conflicts of interest. Our procedures set out our requirements for the equal treatment and inclusion of customers as part of everyday contact and in consultation. Promotion Promotion decisions are based on merit, objective and non-discriminatory criteria. Decision makers are trained to understand their equality and inclusion responsibilities and to recognise and value differences in our workforce. Advancement and career progression will be encouraged and supported at all levels in the organisation. Communication and Consultation Strong communication is essential to our work and for the provision of our services. We aim to gain the attention of our target groups and audience by providing information in flexible, accessible and varied format that addresses the communication needs of our clients and the communities we both serve. We communicate and consult with our workforce and with everyone impacted by our services, using appropriate, accessible, methods and media. We aim to provide every opportunity to understand our proposals and actions and, where appropriate, to engage in 5 P a g e

6 discussion with employees and other interested parties. Our framework for effective communication is outlined below: We factor accessibility and inclusion into the design and delivery of our services during consultations and we take a systematic approach to engaging with targeted groups and the local community who are users of the effected network. We consider the impact of measures we are taking and the impact of our operations on the effected stakeholders respecting the timing of works and the differing impacts that occur during religious holidays, school times and holidays. This policy forms part of the training which will be given as an internal training course to managers and as a tool box talk to employees. We cater for people s differing needs; those highlighted through consultation and in line with legislation. This may be dropped kerbs for accessibility, tactile paving, etc. We consider the impact of the measures we are taking and will manage the impact of our operations and building works, for example, timing of works around schools, respecting religious holidays, dust and noise interference as appropriate. Communication Channels Website Our website displays employment opportunities and project location information to enable prospective employees to see both our geographical and diverse areas of operation. Newsletters / Letter Drops and Notice boards We will use all the available mediums to ensure that communication with stakeholders, key suppliers and the community are maintained in order to maximise the opportunity for local resourcing of labour and supplies from target groups. 6 P a g e

7 Contact Numbers for Internal & Local Representatives Equality & Human Rights Commission Mr John Lynch, Managing Director of Henderson & Taylor (Public Works) Limited Office: Mr Roland Gibbins, General Manager of Henderson & Taylor (Public Works) Limited Office: Mrs Michelle Lynch, Company Secretary & HR Manager of Henderson & Taylor (Public Works) Limited Office: P a g e

8 Complaints If you believe you have suffered any form of discrimination you can raise your complaint through the grievance procedure a copy of which is kept in all company offices. If you wish to talk to someone then contact a representative or alternatively you can contact Head Office or complete a complaint form if you wish to remain anonymous. Complaints received from the public relating to any of our suppliers will be fully investigated and reported to the relevant authorities. Any disciplinary proceedings brought against employees are fair and based on objective criteria that are non-discriminatory. Employees found to be contravening this policy will be subject to Disciplinary proceedings. 8 P a g e

9 Corporate Social Responsibility We demonstrate our commitment to socially responsible service provision with a range of different activities. We engage with the community through our website, notice boards and letter drops. Being a good neighbour is important to us and we encourage a considerate attitude to the delivery of services that may cause disruption or inconvenience to the local community and the surrounding environment. The company s ability to recycle a wide array of materials in-house, including 100% of highways arisings into new aggregates 1,000 s of tonnes of virgin aggregates are saved every year. 9 P a g e

10 Supplier Procurement We work with the community and have established links with the local agencies to identify and encourage business relations with diverse suppliers to support a sustainable local economy. PROCUREMENT CODE. We promote equality and inclusion through our procurement process by encouraging our supply chain to ensure their policies and practices treat people fairly and give equal opportunity for employment advancement and access. We will monitor our supplier equality and inclusion data and performance as part of our preferred supplier review. We provide assistance to suppliers with training support for their equality and inclusion policies. Measurement and Monitoring We capture data that enables progress to be recorded and reported formulating our overall statistics and key performance indicators. All applicants/new employees, labour only sub-contractors and suppliers are asked to complete monitoring information to enable us to maintain and develop our statistics and provide a platform for continual improvement which is reported in our Equality and Diversity Action Plan. We have established baseline figures and are committed to improving these figures year on year. This is measured and monitored by Performance Indicators. The improvement targets will be influenced by census, commission and construction industry data and our internal baseline data. Continuous improvement will not simply be a focus on our original indicators but will reflect external influences such as the changes in the economic prosperity of the community or minority groups in it. External feedback is encouraged from the community, representative groups and our clients. We will encourage everyone to contribute to the monitoring process, explaining why it is important to us to understand the diverse mix of our workforce. This will make us more effective in our local employment and procurement activities. 10 P a g e

11 Policy Review This policy will be formally reviewed annually or when need is identified. It will be revised as appropriate in conjunction with Employment Policies. Associated Polices, include but are not limited to:- Supplier Diversity Plan Communications Plan Bullying and Harassment Policy Reasonable Adjustment Policy Flexible Working Policy Disciplinary and Grievance Policy Signed:. Date: On behalf of Henderson & Taylor (Public Works) Limited 11 P a g e