DIVERSITY POLICY
Our Commitment
At R M STARLING SWEEPERS we are committed to providing an inclusive working environment where everyone feels valued and respected. We recognise that people from different backgrounds, experiences and abilities can bring fresh ideas and innovations to improve our working practices and business.
We have a diverse customer base, one that expects to be served by people with whom they can identify, and our aim is to ensure that this expectation is met and maintained. Encouraging everyone who has contact with R M STARLING SWEEPERS to celebrate their own diversity and that of their colleagues is key to our values and critical to our business success.
In our continuing effort to ensure that diversity is embedded in our culture, reflected in our people and to better serve our customers we will endeavour to:
- fully utilise the talents of all R M STARLING SWEEPERS people;
- improve recruitment and retention from all people groups;
- ensure that employment decisions are based on business needs and the individual’s ability to do a job;
- enhance decision- making and innovation, by encouraging interaction and involvement;
- increase our ability to relate to existing and potential customers wherever they exist;
- build effective relationships in the wider community through partnerships with community based groups.
How does R M STARLING SWEEPERS demonstrate this commitment?
R M STARLING SWEEPERS will take the following steps to ensure that this policy is put into practice:
- the policy will be a priority in the business plan;
- employees will be consulted regularly about the policy, and about related action plans and strategies;
- managers and employees in key decision-making areas will be trained on the potentially discriminatory effects of imposing practices, conditions, and criteria on minority groups, and the importance of being able to justify decisions;
- complaints about discrimination or harassment will be regarded seriously and investigated which may result in disciplinary sanctions, and even dismissal;
- opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally, and all applicants will be welcomed, irrespective of gender or marital/family status, race, colour, nationality, ethnic or national origin, disability, age, sexual orientation, religion, belief, or any other characteristic protected by national legislation;
- all employees will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities within R M STARLING SWEEPERS;
- selection criteria will be exclusively related to the job or training opportunity;
- we will introduce measures to ensure that all contracts for goods, facilities or services include a clause prohibiting unlawful discrimination by contractors and their staff, and by any sub-contractors and their staff;
- the effectiveness of the policy and strategy will be monitored at regular intervals.
Who takes responsibility to make sure this policy works?
All Employees
- All employees have a responsibility to ensure that this policy is put into practice. We expect a personal commitment from all employees in making it effective and in setting an exemplary standard for others to follow.
- Additional and specific responsibilities apply to those who manage staff and to those who are involved in recruitment, promotion, training and development.
- All individual employees have a responsibility to:
- understand the value and benefits of diversity;
- familiarise themselves with this policy, follow it, and ensure that any staff for whom they are responsible do so as well;
- draw to the attention of their line manager any instances of apparent discrimination or any perceived problem in relation to employment or to the provision of products and services;
- comply with, and promote R M STARLING SWEEPERS policy and procedures with regard to managing diversity.
The Managing Director is responsible for:
- developing the organisational culture in which this policy can operate effectively;
- ensuring that this policy is implemented across all areas of the business;
- reporting on progress against diversity targets on an annual basis and for ensuring that this is communicated to employees, job applicants and customers.
The Directors are responsible for:
- ensuring that this policy underpins all aspects of our work;
- leading by example, and promoting an organisational culture that is supportive of the benefits of diversity;
- ensuring that the policy is implemented in their particular areas of responsibility, including business plans and objectives for national and regional action.
- Ensure that policies and procedures relating to diversity are implemented and communicated to all existing staff and new staff on their commencement.
- Promote a professional and positive work environment by ensuring that this policy is put into practice by challenging behaviour, actions or decisions that breach the policy.
- Raise awareness of diversity, act as a role model for others, and develop personal skills in order to handle issues relating to bullying and harassment, and discrimination.
- Take timely and appropriate action for the resolution of issues relating to bullying and harassment, and discrimination in their work area, in accordance with HR policies and procedures, including the Disciplinary Policy where necessary.
- Managers must also ensure that others with whom R M STARLING SWEEPERS has dealings (including suppliers) receive a copy of this policy.
How do we monitor this policy to ensure that it is working?
We will regularly collect, monitor and analyse information on the gender, age, ethnic and racial backgrounds, and disabilities of employees and applicants to assess the application and effectiveness of this policy, and highlight areas to be addressed. The information will be held in strictest confidence and will only be used to promote diversity and prevent unlawful discrimination.
Any patterns of under-representation (for example, where one gender or race appears to have a consistently reduced chance of promotion) will be fully investigated in conjunction with HR, and any discriminatory practices identified and eliminated.
We commit to undertaking a formal review of this policy at least once every year and to communicate changes to employees. Overall responsibility for this lies with the R M STARLING SWEEPERS Managing Director.