Equal Opportunities Policy/Monitoring

Central watch is an equal opportunities organisation committed to compliance with extant legislation governing all areas of employment. Its priority and commitment is to the appointment of staff at all levels based upon their suitability and experience without consideration of age, disability, sex, marital status, ethnic origin, religion or sexual persuasion. Throughout this policy anyone falling within the above identifying factors will be referred to as members of an ‘at risk’ group, purely for purposes of brevity and clarity. 

 

The Managing Director has undertaken to oversee and to implement this policy and to apply it to all aspects of the organisation’s activities. This policy will be reviewed annually in line with the Management Review of the organisations Quality Management System.

 

A copy of this policy will be communicated to all staff as an appendix to the Company Handbook (QCD 036) and will be provided to all prospective employees as an integral part of their interview/induction process. A copy will also be contained within the organisation’s Quality management System which is available to all staff on the organisation’s computer network.

The application and implementation of this Equal Opportunities Policy will be included within the company induction training to all new employees and will be re-enforced during all refresher and remedial training inputs.

 

The Equal Opportunities Policy will form an integral part of Company Handbook (QCD 036) and in that context will be intrinsically linked to Central watch Disciplinary and Grievance procedures. Any breach of those grievance or disciplinary procedures will lead to positive and punitive action against the transgressor up to and including dismissal. All employees leaving the organisation will undergo an exit interview which will include not only their reasons for leaving but statistical consideration as to their affiliations or origins with any ‘at risk’ group. These results will be subject to ongoing analysis by the Managing Director.

 

As a part of the commitment of Central watch to the application of this Equal Opportunities policy, all key members of the management team whose status within the organisation places them in a position to exercise a positive or negative impact upon this policy, will receive specific input from the Managing Director in the fair and open application of this policy to ensure that no new or existing employee is advantaged or disadvantaged by virtue of his or her affiliation, or association with any identified ‘at risk’ group. All such members of the management team will be held personally responsible for any decision that may adversely affect any member of an identified ‘at risk’ group, and may be called upon to justify any decision that could be construed as adversely affecting any such employee or potential employee in decisions affecting their employment or potential employment.     

 

It is part of Central watch commitment to the application of its Equal Opportunities policy that no-one within any identified ‘at risk’ group will be excluded from employment, promotion and enhancement of their current employment status. Although Central watch has a policy of internal career development, that development shall include anyone within any identified ‘at risk’ group. The only overriding requirement being the physical ability to maintain the organisation’s image within a physically demanding environment when considering operational deployment and the organisation’s legal obligation to ensure the health and Safety of its employees within the operational workplace.

 

All employees and prospective employees will be required to complete an Equal Opportunities Monitoring Form before initial selection or selection for advancement. This form will not be available to the interview or assessment panel but will be confidential to the Personnel Department for monitoring purposes only. All employees will be encouraged to seek and achieve advancement within Central watch to a level commensurate with their skills and abilities. By this means Central watch will ensure that selection of initial appointees or career development will be conducted without bias.

 

Although Central watch is unable to effect work place environment on customer’s sites it is committed to ensuring that any appointee in a support capacity will not be disadvantaged by virtue of disability.

 

Wherever possible Central watch will consider the needs of its employees by adopting a flexible approach to working hours and working practices, this consideration will be overridden only if such consideration is in direct conflict with the quality of service delivery provided to our customers or imposes an unrealistic pressure on the profitability of the organisation.

 

Central watch already recruits from a wide spectrum of ethnic and religious groups; the organisation is committed to continuing with this recruitment policy and encourages all its employees to advance within the organisation by the application of its training and employee review protocol contained within its Quality management System. However, this commitment will extend to ensuring that gender, age and sexual persuasion are considered in the same positive way.

 

Although Central watch is unable to impose such a policy upon its customers, it will nevertheless ensure that they are apprised of this policy and will ensure that within its identified preferred suppliers, preference will be shown to those suppliers who are committed to a policy of equal opportunities, particularly those suppliers engaged in the provision of sub-contracted labour.

 

This Policy is approved by the Managing Director and will be applied and monitored by him and any questions concerning this policy should be directed to him personally or in his absence (name additional management representative)

 

Managing Director