SEP (Site Engineering Personnel) Ltd is committed to being an equal opportunity employer and has published this policy in accordance with such. 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 will maintain 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 Managing Director is responsible for the effective operation of the company’s Equal Opportunities Policy.
Details of the policy
1. Vacancy advertising:
a. Wherever possible, all vacancies will be advertised simultaneously internally and externally.
b. Steps will be taken to ensure that knowledge of vacancies reaches all potential applicants.
c. All vacancy advertisements will include an appropriate short statement on equal opportunity.
2. Selection and recruitment:
a. 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.
b. Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have received appropriate training in equal
opportunities.
3. Positive action ‐ training, promotion and conditions of service:
a. Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs
of disadvantaged and/or underrepresented groups.
4. Personnel records:
a. In order to ensure the effective operation of the equal opportunity policy (and for no other purpose) a record will be kept of all employees’ and job applicants’ gender, racial origins and
disability
b. Employees will be able to check/correct their own record of these details. Otherwise, access to this information will be strictly restricted.
c. Such records will be analysed regularly and appropriate follow‐up action taken.
5. General:
The objectives of this Equal Opportunities Policy are to:
a. Ensure that the company has access to the widest labour market and secures the best employees for its needs.
b. 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/etc and themselves.
SEP seeks to employ a workforce which reflects the diverse community at large, because we value the individual contribution of people.
Promoting equality of opportunity means that everyone is treated solely on the basis of competence and merit, regardless of gender, parental or marital status, ethnic or national origin, race, age,
religion, sexual orientation, disability or any other criteria not specifically related to potential skills and abilities. SEP will endeavour to provide a working environment free from unlawful discrimination, harassment or victimisation on the above grounds. This applies in the recruitment, selection, employment conditions, training and promotion of all SEP employees and amongst those who use the service provided by SEP, both clients and supply chain.
It is the responsibility of every employee to commit to this Policy and the Codes of Practice and to
read and comply with them.
SEP will not tolerate any acts which breach the Policy and all instances of such behaviour or alleged behaviour will be taken seriously, be fully investigated and may be subject to the Company’s
disciplinary procedure.
The company welcomes the input of all its employees in this area.
Any member of staff with a comment or query should contact the Director responsible.
A copy of this policy is available upon request