Equal Opportunities Plicy

The aim of this policy is to communicate the commitment of the Board of Directors and Senior Management Team to the promotion of equality of opportunity in Proserve M&E Limited.

It is our policy to provide employment to all, irrespective of:
Gender, including gender reassignment
Marital or civil partnership status
Religious belief
Political views
Having or not having dependants
Race

including:
Colour
Nationality
Ethnic or national origins
Disability
Sexual orientation
Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and other who work for us will be treated fairly and will not be discriminated against on any of the above grounds.

Decisions about recruitment, promotion, training or other benefits will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice. It also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

To whom does this policy apply?

Employers may wish to state simply that the EO policy applies to all those who work for (or apply to work for) the organisation or they may wish to list various groups or categories, for example:

Job applicants and potential applicants
Employees
Contract workers
Agency Workers
Trainee workers, students and work experience placements
Volunteers
Former employees

Equality commitments

Proservegb.co.uk Limited and its management team are committed to:
Promoting equality of opportunity for all persons
Promoting a good and harmonious working environment in which all persons are treated with respect
Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
Fulfilling all our legal obligations under the equality legislation and associated codes of practice
Complying with our own equal opportunities policy and associated policies
Taking lawful affirmative or positive action, where appropriate
Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings

This policy is fully supported by senior management and has been agreed by all.

Implementation

The managing director has specific responsibility for the effective implementation of this policy. Each director, manager and supervisor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:
Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
Provide equality training and guidance as appropriate, including training on induction and management courses.
Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
Incorporate equal opportunities notices into general communications practices such as newsletters.
Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with ourorganisation and our workforce
Ensure that adequate resources are made available to fulfil the objectives of the policy.

Employment of None English Speaking Staff
In the event of Proserve employing staff whose first language is not English the following procedures are adopted above the normal employee assessments.
Site induction presented to each employee in there native language
Any site specific hazards would be highlighted to each employee in their native language
Each none English speaking worker would be placed with English speaking staff on a 2 to 1 ratio
H&S site booklets translated into employees native language
On-site Toolbox Talks translated and delivered in native languages
Translator used when required to deliver safety briefings and safe systems of work.

Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.

The effectiveness of our equal opportunities policy will be reviewed regularly and action taken as necessary. For example, where monitoring identifies and under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.

Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures detailed in the employee’s handbook.
Copies of these procedures are available from Amanda Rycroft, and will be made available immediately upon request.

All complaints of discrimination will be dealt with seriously, promptly and confidentially.

The Law

The company policy will be implemented within the framework of relevant legislation, which includes:
Equal Pay Act 1970 (Equal Value Amendment 1984)
Rehabilitation of Offenders Act 1974
Sex Discrimination Act 1975 (Gender Reassignment Regulations 1999)
Race Relations Act 1976
Disability Discrimination Act 1995
The Protection from Harassment Act 1997
Race Relations (Amendment) Act 2000
Race Relations Act 1976 (Amendment) Regulations 2003
Employment Equality (Sexual Orientation) Regulations 2003
Employment Equality (Religion or Belief) Regulations 2003
Disability Discrimination Act 2005
Employment Equality (Age) Regulations 2006