Equal opportunities policy

Policy Statement

Iron Crest Protection Ltd, hereinafter called “The Company” recognises that discrimination and victimisation is unacceptable and that it is in the interests of The Company and its Staff & Security Operators to utilise the skills of the total workforce. It is the aim of The Company to ensure that no Staff, Security Operator or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender/gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, or sexual orientation.

  1. The Company’s aim is to have a workforce that will be truly representative of all sections of society and that all Staff & Security Operators feel respected and able to give their best.
  2. The Company opposes all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
  3. All Staff & Security Operators, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All Staff & Security Operators will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
  4. The Company’s Staff & Security Operators will not discriminate directly or indirectly, or harass Clients or Customers because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of The Company’s goods and services.
  5. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or codes of practice issued by the equality and human rights commission, any government departments, and any other statutory bodies.

Our Commitment

  1. To create an environment in which individual differences and the contributions of all our Staff & Security Operators are recognised and valued.
  2. All Staff & Security Operators are entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
  3. Training, development and progression opportunities are available to all Staff & Security Operators.
  4. To promote equality in the workplace which we believe is good Management practice and makes sound business sense.
  5. The Company will review all employment practices and procedures to ensure fairness.
  6. Breaches of our Equality Policy will be regarded as misconduct and could lead to Disciplinary Proceedings.
  7. This policy will be monitored and reviewed annually.

Responsibilities of Team Leaders, Supervisors & Managers

Responsibility for ensuring the effective implementation and operation of the arrangements will rest with The Managing Director. Team Leaders/Supervisors and Managers will ensure that they and their Staff & Security Operators work within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. In addition, Team Leaders/ Supervisors and Managers will ensure that:

  1. All Staff & Security Operators are aware of the policy and the arrangements, and the reasons for this policy.
  2. Grievances concerning discrimination are dealt with properly, fairly and as quickly as possible.
  3. Proper records are maintained.

Human Resources/Head Office will be responsible for monitoring the operation of the policy in respect of Staff & Security Operators and job applicants, including periodic departmental audits.

Responsibilities of Staff & Security Operators

  1. Comply with this policy and arrangements.
  2. Not discriminate in their day to day activities or induce others to do so.
  3. Not victimise, harass or intimidate other Staff or Security Operators.
  4. Inform their Team Leaders/Supervisors or Managers if they become aware of any discriminatory practice.

Third Parties

Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as Clients or Customers. The Company will not tolerate such actions against its Staff & Security Operators, and the employee concerned should inform their Team Leader/Supervisor or Manager at once that this has occurred. The Company will fully investigate and take all reasonable steps to ensure such harassment does not happen again.

Related Policies & Arrangements

All Employment Policies and arrangements have a bearing on Equality of Opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.

Rights of Disabled People

The Company attaches particular importance to the needs of disabled people, under the terms of this policy, managers are required to:

  1. Make reasonable adjustment to maintain the services of Staff & Security Operators who become disabled, for example, training, and provision of special equipment, reduced working hours. (NB: Managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment).
  2. Include disabled people in training/development programmes.
  3. Give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.

Equality Training

A series of regular briefing sessions will be held for Staff & Security Operators on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.

Training will be provided for Team Leaders/Supervisors and Managers on this policy and the associated arrangements. All Managers who have an involvement in the recruitment and selection process will receive specialist training.

Monitoring

  1. The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of this policy and arrangements.
  2. The system will involve the routine collection and analysis of information on Staff & Security Operators by gender, marital status, ethnic origin, sexual orientation, religion/beliefs. Information regarding the number of staff who declare themselves as disabled will also be maintained.
  3. The Company will maintain information on Staff & Security Operators who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
  4. Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of The Company Policies and our services may have on those who experience them.
  5. The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
  6. If monitoring shows that The Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within The Company, then an action plan will be developed to address these issues. This will include a review of Recruitment and Selection Procedures, Company Policies and practices as well as consideration of taking legal positive action.

Grievances/Disciplinary

Staff & Security Operators have a right to pursue a complaint concerning discrimination or victimisation via The Company Grievance or Harassment Procedures.

Discrimination and victimisation will be treated as Disciplinary offences and they will be dealt with under The Company Disciplinary Procedure.

Review

The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of The Managing Director.