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Equal Opportunities and Diversity

Introduction

The Company recognises that discrimination is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. 

It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment on grounds of protected characteristics such as sex, marital status, disability, race, colour, nationality, ethnic origin, religion, dependents or age or are placed at a disadvantage by imposed conditions or requirements which cannot be shown to be justified.

We will encourage high performance and cooperation from individuals, whilst recognising and accepting needs and differences.  We will strive to ensure that everyone is treated with dignity and respect. 

Definitions 

Where discrimination against any person or group is referred to it shall be deemed to be potential discrimination within any of the categories listed in the policy statement.  Two types of discrimination are covered by statute – direct and indirect. 

Direct 

  • Discrimination occurs when a person or group is treated less favourably than others. 
  • Segregating a person or group based on their race, sex or disability is unlawful.  It also is unlawful for an employer to discriminate against a job applicant whose conviction is spent. 

Indirect discrimination 

  • Occurs when a condition or requirement is imposed which, although applied equally to all individuals or groups. 

For example, a dress policy which prevents women wearing trousers discriminates against women of a particular race or religion; a higher language standard than is needed to do the job discriminates on the grounds of nationality/race; a training policy which excludes part-time staff may discriminate against women, who fill most part-time jobs. 

Rights of disabled people  

The Equality Act 2010 makes it unlawful to discriminate on grounds of disability, by treating disabled employees less favourably for a reason related to their disability without justification. If a workplace feature or practice puts an employee with a disability at a disadvantage, an employer should look to see what ‘reasonable adjustments’ it can make and meet with them to discuss what can be done to help them.

Under the terms of this policy, Woodhart Construction Limited will:

  • Make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: The Director will advise managers on the availability of funds from external agencies to maintain disabled people in employment).
  • Include disabled people in training/development programmes. 
  • Give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their aptitudes and abilities to allow them to be able to do the job. 

Victimisation and harassment   

Discrimination by victimisation occurs when a person is treated less favourably than another because he/she had asserted his/her rights under the Acts relating to discrimination or had helped another person to assert those rights. 

Responsibilities  

The responsibility for ensuring the effective implementation and operation of the arrangements will rest with the company Director.  Directors will ensure that they and their staff and learners operate within the policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. 

Each manager will ensure that: 

  • All staff are aware of the policy, the arrangements and the reasons for the policy. 
  • Grievances concerning discrimination are dealt with properly, fairly and as quickly as possible.
  • Ensure correct records are maintained. 
  • Managers will notify staff and learners that reasonable adjustments will be made to meet learning and working arrangements to ensure equal access for those with different needs. 
  • Ensure all staff and learners are treated without discrimination according to the details and the spirit of this policy.
  • Responsible for monitoring the operation of the policy in respect of employees and job applicants.

All staff are responsible for ensuring that this Policy is embedded in their duties and functions. This includes attending relevant training courses and ensuring that the operation of their duties conforms to and promotes the Policy.  All staff will champion Equality and Diversity opportunities as a matter of course.

Recruitment

Woodhart Construction Limited will ensure that job descriptions reflect the Equal Opportunity Policy. 

Advertisements and other recruitment materials will state that the company is an equal opportunities employer. 

Woodhart Construction Limited will ensure that there is no unwarranted discrimination against anyone:

  • In the job specification.
  • In the design and completion of application forms. 
  • In the selection process (including interview timing and location). In the assessment technique. 
  • In the terms of employment offered.  A copy of this Equality and Diversity Policy statement will be available to all job applicants and will be provided to all successful candidates for jobs at Woodhart Construction Limited or for training.

Complaints 

If an employee, customer or supplier experiences any form of discrimination, harassment, bullying or victimisation, they must bring this to the attention of the company director. 

Related policies and arrangements  

All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.