Equality and Diversity Policy

Equal Opportunities Statement

GEM Environmental Building Services Ltd recognise the intrinsic value of equality and diversity and its direct correlation with organizational excellence. As such, we are committed to integrating diversity management principles into our ISO 9001 Quality Management initiatives.

Our policy is rooted in the understanding that diversity fosters innovation, enhances problem-solving capabilities, and drives continuous improvement, all fundamental aspects of ISO 9001’s objectives. We acknowledge that a diverse workforce brings a wealth of perspectives, experiences, and ideas that are invaluable in meeting the evolving needs of our customers and stakeholders.

In alignment with ISO 9001 requirements, we pledge to:

  1. Cultivate an inclusive work culture that values and respects the unique contributions of every individual.
  2. Harness the power of diversity to drive innovation and improve our quality management processes continually.
  3. Promote diversity training and development programs to enhance employee competencies in navigating diverse work environments.
  4. Proactively identify and mitigate quality risks associated with diversity, ensuring compliance with legal requirements and aligning with ISO 9001’s risk-based approach.
  5. Foster strong stakeholder relationships by demonstrating our commitment to diversity and inclusion.
  6. Through the integration of diversity management principles with ISO 9001 Quality Management, we aim to create a workplace where everyone feels empowered, valued, and motivated to contribute their best and can achieve their potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability, or age.

This commitment underscores our dedication to excellence, customer satisfaction, and sustainable business success.

Commitment to Equality and Diversity

The aims of this policy are to ensure that:

  • No-one receives less favourable treatment, on grounds of any protected characteristic (including age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex and sexual orientation); or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds.
  • No-one is victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.
  • The organisation is free of unwanted conduct that violates the dignity of employees or creates an intimidating, hostile, degrading, offensive, or humiliating environment.
  • Opportunities for employment, training and promotion are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief.
  • Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit. This policy applies to all aspects of employment, from recruitment to dismissal and former employees’ rights.

Communication

We are committed to ensuring that the policy is effectively communicated to all employees and prospective candidates. It will be prominently featured on the company’s intranet, website, and clearly outlined in the Employee Handbook.

We will make our priority to ensure that all employees are familiar with the policy, understand their rights and responsibilities, and comprehend how the policy will affect the way they carry out their duties. We aim for all employees to be clear on what is regarded acceptable and unacceptable conduct not only within the organisation but also outside of it.

We will actively promote and encourage the policy to be a priority for the organisation. New employees will be introduced to the policy during the induction and will be provided with a copy of this and any related policies.

Where applicable we will consult all employees and their representatives regularly about the policy changes, related action plans and strategies.

Recruitment, Employment and Training

Opportunities for employment, promotion, transfer, and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability, age, religion or belief.

All employees are and will continuously be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation. All employees carrying out work of ‘equal value’ will receive equal pay, regardless of their sex, race or any other protected characteristic, and equal pay audits will be carried out as necessary.

We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.

We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively and will accommodate them unless it would cause significant difficulties to the business or employees.

Personal Data

Information on the ethnic and racial background, gender, disability, and age of each worker and applicant for employment may be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity.

If the data shows that people from particular groups are under-represented in particular areas of work, lawful positive action training and encouragement will be considered for employees and others from that group, to improve their chances of applying successfully for vacancies in these areas.

Requirements, conditions, provisions, criteria, and practices will be reviewed regularly, in the light of the monitoring results, and revised if they are found to, or might, unlawfully discriminate on any of the above grounds. We will also regularly review advertising, recruitment and application materials and processes, and this policy.

Client and Contractor Management

All contracts between GEM Environmental Building Services Ltd and contractors to supply goods, materials or services will include a clause prohibiting unlawful discrimination or harassment by contractors and their staff, and by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.

All of our customers and clients will be made aware of the policy, and of their right to fair and equal treatment, irrespective of race, colour, nationality, national or ethnic origins, sexual orientation, gender, religion/belief, disability, or age.

Fair and equal treatment will be given to customers and members of the public by all staff. The business will investigate any complaints from staff that they are being harassed by a customer for reasons linked to protected characteristics and take suitable action to prevent further incidents.

Dealing with Discrimination

At GEM, discrimination in any form is not tolerated. Any allegations of discrimination will be promptly investigated and addressed in accordance with our ‘Dignity at Work Policy.’ Depending on the severity of the offense, disciplinary actions, including sanctions and even dismissal, may be implemented. Our grievance procedure, outlining steps for reporting discrimination, is easily accessible to all employees.

In line with our commitment to fostering a respectful and inclusive work environment, the Dignity at Work Policy prohibits all forms of harassment and discrimination. Employees are expected to adhere to the principles outlined in our Equality Policy and Personal Harassment Policy, which are included in the Employee Handbook. These policies provide detailed guidance on our company’s stance on equality, harassment, and respectful behaviour in the workplace. Employees are encouraged to familiarise themselves with these policies to ensure compliance and promote a culture of dignity and respect.

Responsibility

GEM Directors have overall responsibility for ensuring that we operate within a framework of equality of opportunity, ensuring that this principle passes throughout the organization, guiding our actions and decisions at every level.

Human Resources and Line managers, along with all managers across the Company, are responsible for ensuring equality of opportunity within their teams and areas of influence. This includes upholding and promoting a culture of respect and fairness.

All members of staff have a duty to actively support and uphold the principles outlined in our equality and diversity policy, as well as its supporting policies. By embracing diversity and championing equality, we collectively contribute to the cultivation of an inclusive workplace where all individuals are valued and respected.

The effectiveness of our equality and diversity initiatives, will be monitored regularly. A report on progress will be produced each year, and publish via various channels including the intranet, the official website, the staff newsletter, notice boards, and the annual report.

This transparent approach to monitoring and reporting not only fosters accountability but also demonstrates our unwavering commitment to promoting equality and diversity within our company.