EQUAL OPPORTUNITIES POLICY

Acrabuild is an equal opportunities employer. We are committed to ensuring within the framework of the law that our workplaces are free from discrimination on the grounds of colour, race, nationality, ethnic or national origin, gender, marital status or disability.

We aim to ensure that our staff achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted the following equal opportunity policy as a means of helping to achieve these aims.

What is discrimination?

  1. Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional.
  2. Indirect discrimination occurs where the individual’s employment is subject to an unjustified condition which one sex or race/nationality finds more difficult to meet although on the face of it the condition or requirement is “neutral” (e.g. a requirement of GCSE English as a selection criterion. This would have an adverse impact on people educated overseas and may not be justified if all that is needed is to demonstrate a reasonable level of literacy).
  3. Disability discrimination occurs where an individual is unjustifiably disadvantaged in employment/recruitment for a reason connected with his/her disability unless the discrimination cannot be avoided by making reasonable adjustments (e.g. a requirement for staff to hold a valid driving licence for a job which involves little travelling).
  4. Victimisation occurs where an individual is treated less favourably than colleagues because he/she has taken action to assert their statutory rights or assisted a colleague in doing so.

We are committed to ensuring that all our staff and applicants are protected from discrimination.

Implementing equality of opportunity

  1. Recruitment and employment decisions will be made on the basis of fair and objective criteria. Our selection procedures are reviewed from time to time to ensure that they are appropriate for achieving our objectives and for avoiding unlawful discrimination.
  2. As an employer in the construction industry, much of our recruitment is through personal approach of prospective employees to site offices or our head office and, therefore, advertising is rarely used. In all cases, however, selection criteria are related only to a job requirements.
  3. Where there are person and job specifications, these will be limited to those requirements which are necessary for the effective performance of the job. Interviews will be conducted on an objective basis and personal or home commitments will not form the basis of employment decisions except where necessary.
  4. In accordance with recommended practice the ethnic and gender composition of our staff and applicants for the jobs will be monitored (on an anonymous basis) at all levels.
  5. Appropriate training will be provided to enable staff to implement and uphold our commitment to equality of opportunity.
  6. Working patterns will be reviewed so as to enable us to offer flexible working staff and [carer] [childcare] responsibilities where possible. Where necessary special provision will be made for training for staff returning to work following a break for domestic reasons.
  7. All staff have a right to equality of opportunity and a duty to implement this policy. Breach of the equal opportunity policy is potentially a serious disciplinary matter. Anyone who believes that he or she may have been disadvantaged on discriminatory grounds is entitled to raise matter through the grievance procedure.

As Acrabuild is a relatively small company, this policy is closely monitored through regular contact between senior management and staff.

Signed A P Moore
MANAGING DIRECTOR