Equality and Diversity Policy

Equality and Diversity Policy2018-12-03T13:58:07+00:00

PCSG is committed to providing a working environment in which employees are able to realise their full potential and to contribute to its business success irrespective of their gender, race including colour, nationality, ethnic or national origin, disability, sexual orientation, marital status, part time status, age, religion or belief, rehabilitation of offenders, and trade union membership. This is a key employment value to which all employees are expected to give their support.

In order to create conditions in which this goal can be realised, we are committed to identifying and eliminating unlawful discriminatory practices, procedures and attitudes throughout the organisation. We expect employees to support this commitment and to assist in its realisation in all possible ways.

Specifically, we aim to ensure that no employee or candidate is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality or ethnic origin), disability, sexual orientation, marital status, part time status, age, religion or belief, rehabilitation of offenders, and trade union membership. This commitment applies to all aspects of employment, including:

  • Recruitment
  • Training
  • Career development
  • Terms and conditions of employment
  • Grievance handling and the application of disciplinary procedures
  • Selection for redundancy.

Equality and Diversity practice is developing constantly as social attitudes and legislation change. We will keep our policies under review and will implement changes where these could improve equality of opportunity. This commitment applies to all our employment policies and procedures, not just those specifically connected with equal opportunities.

Harassment

Harassment is physical, verbal or non-verbal behaviour which is unwanted and personally offensive to the recipient, and which causes the recipient to feel threatened, humiliated, intimidated, patronised, denigrated, bullied, distressed or harassed.

The way in which complaints of unlawful discrimination and harassment will be handled

We will treat seriously all allegations of unlawful discrimination or harassment.  Discrimination and harassment are often complex matters, and there is no single way of dealing with every suspected or alleged instance.  If an employee wishes to make a formal complaint, they should use the grievance procedure which is set out in the Staff Handbook.

For any case we investigate, if we conclude that an employee’s or associate’s actions amount to unlawful discrimination or harassment they may be subject to disciplinary action, up to and including summary dismissal for gross misconduct, or in the case of an associate, termination of their contract.

Monitoring

We will not tolerate unlawful discrimination or harassment of any kind in the working environment and will take positive action to prevent its occurrence.

In this connection we will monitor our policies and implement changes in order to improve them as social attitudes and legislation change. This commitment applies to all our employment policies and procedures, not just those specifically concerned with equality and diversity.

Signed:

Katherine Bew 

Katherine Bew

Managing Director

Professional Construction Strategies Group Ltd