Electrical Contractors Equal Opportunities and Discrimination Policy

Introduction

Equal opportunities and discrimination management is a vital part of the modern workplace that is very important, no one should be judge outside of the paramotors of competence at work, it is an out dated way of thinking that halts progression commercially and communally. This document covers as a business that steps are in place so opportunities are fair, discrimination doesn’t occur and that needs of employees are met.

Interviewing

No previous or future job advert has made mention to any race, sexual orientation, religion or sex because all are irrelevant to delivering a high standard of electrical work. The only parameters set in place will be strictly tied to the electrical industry in terms of qualifications and experience, other than ability to time dedicate and to travel depending on where the applicant lives. Age is the only area that could be defined as potential discrimination but within a labour based trade that can have massive time/ physical requirements age can be a factor (old or young) that could lead to the inability to perform at the required level allowing problems to occur (potentially dangerous ones) which cannot be accepted, so will be avoided.

Issue management

Due to the fair screening process, management of bullying falls mainly to protecting employees. Race, sexual orientation, self-identification, religion and sexual harassment are key things employees will need shielding from. If an employee of 786 Electricals is found guilty of any of the above they will be dealt with, formal in house process found below. Because of the educated (hopefully open minded) character looking to be taken on by the firm the number of these incidences should be minimal, but no guarantee can be made for the work force of other companies sharing work space with are employee. Anyone found to be discriminating or harassing a 786 employee will be taken straight to management (by a higher up with our firm) and be requested to be put through their official handling policy for such incidences. If cooperation is not found then further action will have to be made, responsibility falls on company director to make such arrangements depending on the details and circumstance of the situation.

Meeting Needs

Meeting needs in the eye of construction is very limited as most will be physically able and educated to a certain standard so not many preparations will have to be made. But in rare cases occur such as health defects occurring or new employees who have health defects may need longer breaks or custom work hours being drafted to accommodate, these arrangements will be tailor made as and when required. However, preparations will always be in place for mental support as unfortunately suicides are unfortunately high within the construction industry, because of this internal support will always be available to people in terms of advice. This advise will go as far as trying to lighten the load of the worker (so to speak) referring them to either professional help, depending on the reaction to this level of help time off and extra methods of help will be advised.

Penalties

Immediate termination from the company will be the outcome of any confirmed report of any discrimination or harassment, this behaviour will not be tolerated nor will be ever be during the life of the company. This part of the process is clear cut if a higher up first hand witnessed an incident no investigation would be needed but chances are this won’t be the case confirmation of any report will be held in a fair way towards both parties. To ensure confirmation steps include:

• Talking to potential bystanders
• Written report from all involved
• Meeting with all involved to gain a verbal understanding
• Meeting with all individually
• Meeting with higher up incident was reported to first

After completion if report is confirmed then work from whomever has caused the incident will stop immediately and will not return to a site under the company. If found innocent, then a false report has been made and appropriate punishment will be charged to the employee who made it.