Equal Opportunities Policy

Introduction

M L Hart Builders Ltd is an equal opportunities employer.

This policy statement will set out the principles of M L Hart Builders Ltd approach to equal opportunities.

The company’s policy is to ensure that all job applicants and employees are treated equally regardless of gender, race, disability, colour, sexual orientation, religion, ethnic or national origin; marital status or age and that they are not disadvantaged by conditions or requirements that are not essential for carrying out the job.

M L Hart Builders Ltd recognises and adheres to the codes of practice on the elimination of discrimination and the promotion of equality of opportunity in employment as published by the Equal Opportunities Commission (EOC), the commission for Racial Equality (CRE) and the Disability Rights Commission (DRC).  M L Hart Builders Ltd adopts, implements and monitors an equal employment policy in line with these authorities.  The principles to its approach are set out in this policy statement.

Care policy

In accordance with its introduction, the company commits itself to the following:

1. In order for the company to progress and achieve success, it needs to continually develop the potential and ability of its employees.  To achieve this, all employees will be given equality of opportunity and encouragement to progress within the organisation.
2. Although overall responsibility for monitoring, reviewing and implementing the policy lies with the managing director, all employees are asked to take responsibility for their personal involvement in the practical involvement of the policy.

To facilitate this:

• Copies of this document will be made available to all employees.
• All legal obligations under the Race Relations Act, Sex Discrimination Act and Disability Discrimination Act will be recognised.
• Grievance procedures are provided for any employee who believes they have been treated unfairly or subjected to discrimination, harassment, bullying or victimisation.
• Disciplinary procedures may be initiated where employees fail to observe their own responsibilities for this policy.
• The managing director will assume the main responsibility for the implementation and revision of this policy.
• This policy will be reviewed annually or with a change in legislation.

Equality and diversity in recruiment, selection, development and training

Recruitment and selection

The company will recruit the most suitable person for any position in a fair and non-discriminatory manner.  This will be achieved by following the procedures below:

• All vacancies will be advertised to ensure the broadest possible response and encompass as wide a range of suitable candidates as possible.
• All recruitment and publicity literature will state ‘M L Hart Builders Ltd is an equal opportunity employer and as such welcomes applicants regardless of sex, disability, marital status or racial or ethnic origins’.
• Employment agencies will be made aware that the company is an equality and diversity employer.
• All applicants for a post are required to complete the company’s application form.
• The company will consider what adjustments may be appropriate to support any applicants with a disability in the work place.

Selection

Short listing and interviewing candidates.

• Short listing criteria should be based on the skills, experience and knowledge necessary to carry out the job.  The requirement for academic and professional qualifications may be waived if the candidate can clearly demonstrate their suitability by other means.
• Questions should relate to the requirements of the job where it is necessary to assess whether personal circumstances will affect performance of the job (e.g. unsociable hours or extensive travel), this should be discussed objectively and equally to each candidate.
• Skills, knowledge, ability and competence will be the main criteria for selection and promotion.

All interviewers must be familiar with these requirements.

Staff development and training

No employee should be disadvantaged in the provision of training and development.  Therefore, the following procedures should be followed.

• All staff should be encouraged to participate in the annual performance review which assesses their performance as well as any training and development needs.
• All staff will have access to and be encouraged to take advantage of suitable training and development opportunities.
• The ability to meet the requirements of the position should be the main criterion for promotion.

Bullying and Harrassment

Definitions

Bullying:-
‘Aggressive behaviour arising from any deliberate or unintentional act that causes physical or psychological distress.

Harassment:-
‘An unwanted behaviour which a person finds intimidating, embarrassing, humiliating or offensive’.

The company seeks to establish a culture in which bullying and harassment do not exist.  Any form of this will not be tolerated and may result in the disciplinary system to take effect. Should any evidence of this behaviour take place, employees should approach their manager.

Victimisation

This is evident when an individual is treated less fairly than others in the same circumstances.  It is unlawful and contravenes company policy to victimise individuals who have made complaints or allegations of discrimination.  Any employee found to be victimising others or inciting others to do the same will be subject to M L Hart Builders disciplinary procedures.

Management responsibilities

The management must be at the forefront of implementing this policy and be aware of their requirements by law.  It is their responsibility to ensure the workplace is free from discrimination (harassment, bullying and victimisation) and to take prompt action to resolve complaints and prevent recurrence.

Employee responsibilities

All employees are encouraged to take responsibility for the application of this policy and for creating a working environment free from discrimination.

Any employee found to be directly or indirectly responsible for discrimination will be subject to the company’s disciplinary procedure.

Monitoring

The company is committed to an efficient and continuous monitoring system to ensure effective implementation of the Equal Opportunities Policy.

In order to achieve this (and for no other purpose) a record will be kept of all employees’ and job applicants’ gender, racial origins and disability.  Employees will be able to check or correct their own record of these details.  Otherwise this information is strictly restricted and confidential.  These records will be periodically analysed and any action deemed appropriate will be take.

Complaints

Should any employee have a grievance under this equal opportunities policy they are encouraged to make it known to the employee responsible for the behaviour and request that it cease.  Employees may also seek direction from their managing director or line manager in an attempt to resolve the matter informally.  It is important that any concerns be made known to these managers as soon as possible.

Where it is not possible to resolve issues informally, employees have the right to make a formal complaint through the company’s grievance procedure.

These grievances will be dealt with in strict confidence and will not prejudice the employee’s current employment or future career prospects.