Equal Opportunities Policy
Accordingly, the management will ensure that vacancy advertising, selection, recruitment, training, development and promotions procedures result in no job applicant or employee receiving less favourable treatment on the grounds of race, colour, nationality, age, ethnic or national origin, religion or beliefs, disability , trade union membership or non-membership, sex, sexual orientation or marital status, cultural beliefs or being a part-time worker. The objective is to ensure that individuals are selected, promoted, and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.
Coniston Limited aims for the composition of its workforce to reflect that of the society in which it operates. If appropriate special training will be provided to allow all groups to compete on genuine equal terms for vacancies and promotions. Recruitment or promotion to any position will be awarded strictly on merit.
Coniston have a policy of open recruitment and endeavour to ensure that all job vacancies are advertised across of range of accessible mediums to ensure no groups are excluded from applying for vacancies. All vacancy advertisements will also include an appropriate short statement on Equal Opportunity.
Management has the primary responsibility for successfully meeting these objectives by:
• Not discriminating in the course of employment against employees or job applicants;
• Not inducing or attempting to induce others to practise unlawful discrimination; and
• Bringing to the attention of the employees that they will be subject to disciplinary action for discrimination of any kind.
Individual employees have the responsibility to ensure that they assist Coniston Limited in successfully achieving these objectives and can contribute by:
• Not discriminating in the course of employment against fellow employees, clients, suppliers or members of the public with whom they come into contact during the course of their duties;
• Not inducing or attempting to induce others to practise unlawful discrimination; and
• Reporting any discriminatory behaviour to Mr M Lees, Director.
The successful achievement of these objectives necessitates a contribution from everyone and all employees have an obligation to report any act of discrimination known to them.
Coniston will monitor the success of their Equal Opportunities Policy by:
• Recording details of job applicants racial origins, gender and disabilities
• Recording details of employees racial origins, gender and disabilities.
• Ensuring the provision of regular advice/training (provided by external consultants) for all those involved in the recruitment process.
• Carrying out an annual review into its Equal Opportunities Processes, with interim reviews as and when necessary.
• Ensuring it is up to date with the latest legislation and recommendations from the Government and the Commission for Racial Equality, including the appropriate training and implementation where necessary for all those involved in the recruitment process.
• Maintaining records of all unsuccessful applicants with notes of why they were rejected for the position.
As and when Coniston advertise vacancies for particular (construction) contracts, every effort will be made for the workforce to reflect the demographic of the local community where the project will take place.
The requirements and intent of this policy are communicated to staff through a variety of different mediums and forums. These take place both on a regular scheduled basis or ad hoc, as and when required. These include:
• A copy of the published policy constantly available from our website
• Memos of reminders and updates, as and when necessary
• A verbal instruction and signed confirmation of instruction during all staff members initial induction
• Reminders and updates via on-site tool box talk, as and when necessary
• Reminders and updates via contract review meetings, as and when necessary