Phone Now Call 0845 2937566 or 01792 323000
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0845 2937566
01792 323000

Equality and Diversity

We are committed to eliminating discrimination and encouraging diversity amongst the workforce which is demonstrated through our employment policies, procedures and structured training programs. Our aim is that our workforce will be truly representative of all sections of society and each person feels respected and able to give of their best.

Our Equal Opportunities and Diversity Policy states that we will promote equal opportunities to all regardless of the protected characteristics of race, gender, disability, age, faith, religion or sexual orientation in the provision of services and employment of staff. As a small organization with a defined remit, we will always ensure that we address our duties in proportion to our size and annual budget.

Equality and Diversity Training

All staff involved with the recruitment of new employees receives Equality and Diversity training prior to being involved in recruitment processes. All staff have equal access to education, further education, training, and development opportunities. We conduct refresher training every 6 months or when there is a change in legislation. In addition, all directors, senior managers and the Human Resource Department will be made aware of equal opportunities principles and are responsible for communicating such working practices to colleagues and staff. We ensure that all training courses and selection for training courses are conducted in accordance with this Equal Opportunities Policy, and that its principles are incorporated into any such induction or development programs.

The Equality & Diversity Policy is implemented to employees in the following ways:

Induction training in a classroom environment. This is summarised on the Employee Induction Sheet, which is retained in their personnel folder.

As a key integral module on the Skills Development Program. Once the person is competent in understanding and demonstrating, they are signed off.

The Equality & Diversity training is completed by our internal resource;

The effective implementation of the Equality & Diversity Policy is reviewed annually in October of each year. The Responsibility for the enforcement of this policy rests with Terry Vincent (Managing Director), who will monitor the effectiveness of the policy and associated initiatives. The implementation of initiatives in support of the policy is the responsibility of the Directors and Managers. All employees have an obligation to avoid discrimination and promote equal opportunities

All managers and team leaders will attend the Equality and Diversity training course, provided in house, so that they are fully aware of equality and diversity issues. All employees will be helped and encouraged to develop their full potential, and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

We provide equality training for Managers and any staff responsible for recruitment and selection.

Where posts are internally advertised only (i.e. offering career development and promotion opportunities to existing employees), the same principles as those governing external recruitment will apply.

The Company's performance and development agreement scheme will relate specifically to the job/career of the individual and will avoid any bias or assumptions based on an employee's age, gender, marital status, disability or ethnic origin, etc. The scheme will only involve assessing employees' aspirations and managers’ views on employees' capabilities, performance and potential.

In the case of trainees, merit increment, honoraria, etc., the criteria on which employees' pay rises through increment will not be based on criteria related to age, gender marital status, disability or ethnic origin, etc.

All employees are encouraged to take up suitable opportunities for training and advancement. In particular, in areas of work where certain groups are under- represented (especially in senior management), managers will take a proactive role in ensuring that employees from such under-represented staff take up training opportunities that assist their future possible entry into these areas of work.

Employees who have direct contact with members of the public will undertake training on dealing with service users to ensure awareness of their customer needs and the public at large, ensuring satisfactory service delivery.

In situations where employees are being redeployed because of changes in the operational arrangements of the Company, the procedures for redeployment (including ring-fencing and priority candidates) will be free from bias on the grounds of gender, marital status, disability and ethnic origin.

Where employees are seeking redeployment on the grounds of disability or ill health, decisions will be based on competence and any reasonable adjustments that may be possible to make.

Monitoring examples

Equal opportunity monitoring forms are completed at recruitment and we monitor overall representation amongst our staff of race, gender and disability as a minimum (which means groups of persons classified as “ethnic groups” in the most recent official census by the Office of National Statistics or successor body), and where it appears to that any racial group is not represented in our staff by comparison with the proportion of members of a racial group undertake the following actions as may be appropriate:

We place job advertisements designed to reach members of such racial groups and to encourage their applications. For example we place job adverts in local community centres and community hubs.

The inclusion in job advertisements of the following slogan (or a slogan carrying the same or a similar meaning) “We are an equal opportunities employer and encourage applicants from under-represented groups.”

The use of employment agencies and careers offices in areas where members of such racial groups live and work.

The promotion of recruitment schemes for school-leavers designed to reach members of such racial groups.

The provision of appropriate training and encouragement to members of staff from such racial groups to apply for promotion or transfer to positions where such racial groups are under-represenOur workforce monitoring complies with our Equal Opportunities Policy which is compliant with the 2010 Equality Act. Our policies and the actions above ensure we adhere to all current legislation, and that our workforce reflects the community within which we deliver our services.

Employment

Where applicants have a disability, as defined under the Equality Act 2010, they will be guaranteed an interview subject to meeting the essential criteria for the job. We have made commitments regarding recruitment, training, retention, consultation and disability awareness:

To interview all disabled applicants who meet the minimum criteria for a job vacancy (SIA licence) and to consider them on their abilities.

To discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities

To make every effort when employees become disabled to make sure they stay in employment

To take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work.

To review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and Job Centre Plus know about progress and future plans.

Our systems and processes ensure that we are fully compliant with all current Equality and Diversity legislation and that all staff follow and abide to the principles of the Equality 2010. Our systems provide assurance of our monitoring, measurement and analysis of our staffing resource to ensure that all sectors in society are included.




Mr Terry Vincent Managing Director


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