FERGAL CONTRACTING COMPANY LIMITED Downs Road, Standlake, Witney, Oxon, OX29 7YP OBJECTIVES EQUALITY & DIVERSITY POLICY STATEMENT 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, age, marital status, social class, colour, race, ethnic origin, creed, gender reassignment, sexual orientation or disability or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. POLICY To this end Fergal Contracting Company Limited will: Fulfil its social responsibility towards its employees and the communities in which it operates. Recognise its legal obligations under the Equality Act 2010. Review periodically its selection criteria and procedures to maintain a system where individuals are selected, promoted and treated solely on the basis of their merits and abilities which are appropriate to the job. Seek to give all employees equal opportunity and encouragement to progress within the Organisation by implementing a positive programme. Distribute and publicise this policy statement throughout the Company and elsewhere as is from time to time appropriate. Provide facilities for any employee who believes that inequitable treatment has been applied to him or her within the scope of the policy to raise the matter through the appropriate grievance procedure. Provide within the action programme, to all employees, training which may improve their prospects within the Company and which will enhance employees understanding of the need for an equal opportunity programme. Ensure that all employees are aware that it is a serious disciplinary offence to harass, discriminate against or victimise any person employed by this Company who fall into the categories outlined in the objectives above. Should harassment continue after following our set disciplinary procedure it shall be noted that this is a dismissible offence RESPONSIBILITIES All employees have a responsibility to accept their personal involvement in the practical application of this policy but specific responsibility falls upon managers, supervisors and staff professionally involved in recruitment, employee administration and training. EQUAL OPPORTUNITIES CODE OF PRACTICE Fergal Contracting Company Limited s Equality & Diversity Policy is regarded as a commitment to making full use of the talents and resources of all our employees, and to provide a healthy environment which will encourage good and productive working relations within the organisation. This Code of Practice describes how the policy is to be applied throughout the Company. Action Page 1
An Equality & Diversity Policy Statement will be available to all employees, displayed on all Sites and reiterated during Induction training. That the Equality & Diversity Statement is reviewed at the annual assessment of our Quality Policy and any actions that need addressing will be discussed at the review. The Directors of Fergal Contracting Company Limited have appointed Ms. A. Willemite, Director, as having particular responsibility for the Company s Equality & Diversity Policy and its implementation within the Company. RECRUITMENT The recruitment process must result in the selection of the most suitable person for the job in respect of experience and qualifications. It is against Company policy and against the law to discriminate either directly or indirectly on the grounds of gender, age, marital status, colour, gender reassignment, sexual orientation, race or ethnic origin at any stage of the recruitment process. All Jobs are made open to all applicants except in the case of a job covered by a Genuine Occupational Qualification** No assumptions or pre-judgements are made by managers or recruiters about the suitability of applicants. (e.g. preferences of co-workers, customers, or suppliers must not be pre-supposed. It is not to be assumed that jobs involving heavy physical labour, late hours, travel, or unpleasant surroundings are necessarily unsuitable for women, or that jobs demanding manual dexterity e.g. the operation of VDU s, are unsuitable for men.) No decision is made, or preference stated, in advance regarding the outcome of the recruitment process. (e.g. by instructing a Personnel Officer not to recruit a woman). All applications are given equal consideration. No discrimination is made in the terms on which a job is offered, e.g. pay or holidays. All applications and existing staff are made aware of the Company s Equality & Diversity Policy on recruitment. Managers are advised and trained in the implementation of the Company s recruitment policy. ** An employer may claim a genuine occupational qualification in order to recruit, train, promote or transfer a person of a particular sex or racial group where one of the following applies: Where physiology (excluding physical strength and stamina) or authenticity is involved. Where decency or privacy is involved Where the post holder is required to live in premises where it would be unreasonable to expect the employer to provide suitable sleeping and/or toilet facilities. Where the workbase provides special care, or supervision of one sex. Where the job involves provision of personal services, welfare or education and where these are provided most effectively by one sex. Where legislation stipulates the employment of men or women Where the job is one of two to be held by a married couple. Recruitment Publicity Page 2
Recruitment publicity must positively encourage applications from all suitably qualified and experienced people. It must show that the Company offers opportunities at all levels to people of either sex, all working ages, any colour, and of all races and it should avoid any stereotyping of roles. Recruitment solely, or in the first instance, by word of mouth or through recommendations of existing employees can be unlawful and should be avoided. Copies of the Company s written Equality & Diversity Policy are given to all the recruitment and advertising agencies used. Vacancies are advertised in a wide variety of ways to ensure that all groups are informed. (Outlets should include appropriate newspapers and periodicals; competent employment agencies experienced in the recruitment of minority groups, job centres and careers offices; and schools, colleges and clubs.) In all Recruitment and publicity material and in all internal and external advertisements: It is stated that Fergal Contracting Company Limited is an Equal Opportunities employer Job titles and job content are presented without bias. Jobs are described in such a way that no qualified person is deterred from applying There is nothing in either words or illustrations to indicate any role stereotyping. Illustrations showing men in managerial positions and women in clerical positions or white people supervising black people or workers of minority ethnic origins are particularly to be avoided. SELECTION PROCESS It is vital that the selection process is carried out consistently within our organisation and that it is seen to be fair and non-discriminatory. Interviews Interviews are to be conducted by trained personnel. All questions will be strictly relevant to the job. In no case will questions be asked or assumptions made about a person s personal and domestic circumstances or plans. Where the requirements of the job will affect the candidate s personal life (eg unsociable hours or extensive travel) this should be discussed objectively. Information necessary for personnel records will be collected only when a job offer has been made. Staff and Managers who conduct recruitment interviews are trained to take an unbiased approach regardless of the applicants race, age, gender, or marital status and to ask only questions which relate to the job and which are non-discriminatory (eg questions about marriage plans and intention to have a family may be construed as showing discrimination against women) Staff and Managers who conduct recruitment interviews are regularly briefed with guidelines on legal requirements and Company policy and practices on Equal Opportunity. SELECTION CRITERIA Only those qualifications and skills which are essential for the job to be established as criteria for selection. They may include educational and professional qualifications, experience, the ability to Page 3
speak and write good English and physical abilities. They must not exclude minority groups, or discourage people with minimum qualifications from applying. Requirements for formal academic or professional qualifications may be waived if candidates can demonstrate their suitability for the job by other means. The candidate s previous experience and willingness to undergo further training will both be taken into account. All selection criteria are strictly job-related The selection criteria do not exclude the groups targeted in the action plan. The acceptability of equivalents to formal qualifications is stated. Overseas degrees and diplomas are properly assessed. Wherever possible experience may count as an equivalent qualification. Positions are not advertised as full time unless this can be justified (The Company could be found to be acting unlawfully). AGE RESTRICTIONS The setting of age limits as a matter of general recruitment policy is unlawful and will not be carried out by this Company. All applicants that apply for positions and who are within the working age range are given equal consideration. TRAINING Training is provided for our employees in order to increase their knowledge and skills. This has the advantage to the Company of greater efficiency and potential, while to the employee it opens up new opportunities and prospects. All training course materials must reflect our position as an Equal Opportunities employer. Training courses and procedures are continually revised and updated. Training courses are free from bias, and do not discriminate as outlined in our Policy. Specific areas requiring special Equal Opportunities and Diversity training are identified and training programmes developed. RESPONSIBILITIES OF MANAGERS AND SUPERVISORS The success of our Equality & Diversity programme depends on the managers and supervisors at all levels in the Company. They must be made aware of what is expected of them by the Company and what is required of them by law, and given continuous support. All managers and supervisors are briefed on their responsibilities. All managers who are responsible for selecting employees for training or for allocating work ensure that no discrimination is made, either directly or indirectly. All employees are to be given Page 4
equal access to training, further education, personal development, and increased job satisfaction, regardless of gender, age, marital status, race or disability. All managers and supervisors take positive steps to recruit people of traditionally disadvantaged groups and to assist them to qualify for available job openings. Managers promote Equal Opportunity & Diversity to their staff and encourage all personnel to work together and eliminate discrimination; any breach of this will be dealt with as a serious disciplinary offence. It will be made clear to employees that if they are dismissed the reasons will be clearly stated. MONITORING The number of job applicants for employment from different ethnic groups will be closely monitored within the Company to ensure that we are giving consideration to all groups that apply for employment. The number of employees from different ethnic groups will be monitored and recorded for each section of our works. ETHNIC MINORITIES AND RELIGIOUS BELIEFS The number of job applicants for employment from different ethnic groups will be closely monitored together with the number of employees from different ethnic groups for each section of our works. The Company recognises that Britain s society not only is multi racial but that many families of different racial and ethnic backgrounds have now lived in Britain for several generations. Those people who were born in Britain are nevertheless frequently the victims of discrimination on the grounds of race and colour. We are concerned that the whole of the population in this country should be fairly reflected at all levels within the Company. All regulations (eg on Health and Safety), all Company communications, and all instructions are understood and are effective (diagrams may be used). Interpreters are provided in complex situations, eg grievance procedures. Integration of employees irrespective of race, religion, or culture is encouraged. The Company policy on extended leave is implemented, enabling employees with ethnic minority origins to visit relatives and friends abroad. Demands of religion (eg prayer times and religious holidays) and of culture (eg traditional dress) are accepted. Signed: 13 January 2016 Amy Director Willemite Page 5