Jones AV believes that our success is a direct result of the experience and quality of our employees. We are, therefore, committed to focusing our employment procedures and practices on maximising the potential of each unique individual. We believe this is best achieved by developing our employees’ talents, whilst recognising their differences.
By treating people fairly and equally and by accepting and embracing their diversity, we can also improve our market competitiveness, foster innovation, enhance our corporate social responsibility and create an inclusive and positive working environment for all employees.
It is the policy of the Company that it or any person acting on its behalf shall not unlawfully discriminate in any situation against another individual or group, directly or indirectly, because of the Equality Act 2010 protected characteristics of age, sex (gender), disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race (including skin colour, nationality, and ethnic or national origin), religion and belief or sexual orientation.
These principles apply to recruitment selection, training, promotion, transfer, pay and benefits and performance appraisal procedures, in addition to all terms and conditions of employment. The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.
This Policy covers all Jones AV employees, regardless of position or status, and to contractors and subcontractors.
To achieve these aims, Jones AV commits to the following:
Jones AV’s recruitment and selection procedure is based solely on the necessary and justifiable job requirements and the individual’s suitability. Job profiles and person specifications are drawn up for every post to be filled. Where posts are advertised externally, consideration is given to the most appropriate outlets to ensure that a wide range of potentially suitable applicants have the opportunity to apply. Selection methods, including interviews, are conducted in accordance with documented and standardised procedures and checklists, designed to ensure that discrimination forms no part of the recruitment process. The objective is to make each appointment on the grounds of selecting the most suitable candidate for the post.
Through its performance management procedure, Jones AV ensures that all staff are given an opportunity to take part in both job-specific training and have an individual training Plan designed to promote their opportunities and career advancement. The appraisal process is carried out in accordance with clear and laid down criteria to ensure that its application is free from discrimination at every stage.
Whenever undertaking processes to select between groups of staff, for instance for promotion or in redundancy situations, Jones AV undertakes to ensure that a fair and consistent procedure is applied and that the selection criteria applied are free of discrimination and based on objective assessments of competence. Promotion opportunities are available to all of our employees on an equal basis.
Jones AV recognises the benefits of flexibility in working arrangements. Furthermore, we recognise the rights of all employees working under such arrangements to be treated fairly and consistently in comparison to fulltime, permanent employees and to be given the same opportunities for development. The treatment of pay and benefits for employees on flexible working arrangements is consistent with full time entitlements, wherever possible, these are provided on a pro rata basis.
When a disabled person or anyone with special needs applies for a job in, we always consider application based on relevant skills, experience and knowledge. If you are disabled or have special needs, we will do our best to adapt the job and the workplace to meet the needs of individuals.
While it is hoped and intended that most problems relating to employment in Jones AV can be resolved on an informal basis, the Grievance Procedure exists so that causes of genuine concern can be dealt with equitably. Any employee who believes he/she has been discriminated against should raise the matter under the Grievance Procedure, or where appropriate, the Anti-Harassment and Bullying Policy, or by using the Open Door Policy (where any employee can discuss any matter with her/his manager or another manager or any Director, in complete confidence). By having clear and well-publicised grievance and harassment procedures in place, Capita ensures that every opportunity is given to address any area or situation where discrimination is perceived to have arisen.
Jones AV takes a serious view of any and all discrimination and breaches of this Policy are deemed as misconduct. Any such actions will be investigated as possible disciplinary offences and dealt with in accordance with the Company’s disciplinary procedure. All staff have a shared responsibility to ensure that the Equality and Diversity Policy is adhered to and to promote dignity and equality of opportunity and outcome at work.
Whilst we all have a collective responsibility to ensure this Policy is successfully adopted, there are specific responsibilities within this
All managers are responsible for implementing and enforcing this Policy and ensuring that their teams and employees are aware of their responsibilities. Managers should promote, respect and encourage each employee to reach their full potential and deal appropriately with any breach of this Policy. Managers will ensure all employees are trained and made aware of their responsibilities under this Policy through e-induction, Managers' Guide Training, our Employee Handbook
All employees at every level, have an individual responsibility for ensuring equality of opportunity and adherence to this Policy. This can be achieved by respecting the right to work in an environment free from prejudice and discrimination, exhibiting the correct behaviours and challenging colleagues who fall short of these expectations
We continuously review this Policy, together with all of our employment policies and practices to maintain our focus on equality of opportunity. To ensure that this Policy and other procedures are operating effectively, HR will continue to monitor and measure the records of our employees, benchmark our performance as a Company and ensure that any patterns or trends are identified and resolved.