This Company aims to be an equal opportunity employer and has a policy for this purpose.
This policy covers all aspects of employment, from vacancy advertising, selection, recruitment and training, to conditions of service, and reasons for termination of employment.
To ensure that this policy is operating effectively (and for no other purpose) the Company maintains records of employees' and applicants' racial origins, gender and disability.
Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.
The Company's long term aim is that the composition of our workforce should reflect that of the community.
The managing director is responsible for the effective operation of the Company's policy.
A copy of the policy is posted on the Company’s intranet, which is accessible to all employees.
Wherever possible, all vacancies will be advertised simultaneously internally and externally.
All vacancy advertisements will include an appropriate short statement on equal opportunity.
Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.
Wherever possible, more than one person must be involved in the selection interview and recruitment process.
Reasons for selection and rejection of applicants for vacancies must be recorded.
Ensure that the company has access to the widest labour market and secures the best employees for its needs.
Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of the Company and themselves.
Achieve an ability-based workforce that is in line with the local area’s working population.
The co-operation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy's objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with Deeson Group Ltd.
Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may lead to dismissal.
Dominic Deeson
Managing Director
Reviewed March 2010