|
Tower Hamlets Community Recycling Consortium Ltd: Equal opportunities policy
Policy Statement
THCRC is actively committed to ensuring equality of opportunity in employment and access to employment and fairness in the provision of services to all members of the community regardless of race, Gender, class, religion, sexual orientation, marital status, age, disability or offender background. We recognise that there are barriers to access and to opportunities and we will take positive measures such as ILM initiatives to knock down glass ceilings and to empower disadvantaged communities and individuals. To this end we will monitor our policies, service delivery and try and measure the success of our counter measures designed to address any imbalances. We shall try and be a representative organisation at all levels of the organisation. We will produce an annual equal opportunity strategy document specifying the initiatives that we are putting in place for the next year and reporting on the success or failure of the steps of the previous year. This document shall be considered by the AGM and the necessary resolution adopted. We shall confine these initiatives to what we can realistically do within our resources and organisational capability and to what can be achieved by collaboration with our partners and contractors. To develop our strategy and monitor and co-ordinate our initiatives we shall set-up an EO steering group with cross section of employees represented in it. The steering group will also consider the EO implication of resource allocation and suggest a funding regime for our EO initiatives
Service Provision
Particular services offered by THCRC may be targeted specifically at members of a particular ethnic background or gender group in order to redress the imbalances due to discrimination or inequality of opportunity. Such targeting will be carried out with due regard to requirements of the Race Relations and Sex discrimination Acts of parliament.
Each designated project officer will provide quarterly monitoring reports indicating the EO profile of service recipients.
Recruitment Advertising
All vacant posts will be advertised simultaneously both internally and externally.
In all but exceptional circumstances, which must be agreed with the management committee, all posts will be advertised in the publication most relevant for recruiting people. Each advertisement should carry the statement that “THCRC is committed to achieving equality of opportunity and therefore welcomes and encourages applications from all”.
Wherever possible and relevant, the advertisement should specifically state that applications are sought from ethnic minorities/women/people with disabilities. In addition, adverts should where relevant, stress that applicants will be working with ethnic groups/women /people with disabilities and should demonstrate sympathy and awareness of their needs and their barriers.
Recruitment Procedure
Training will be arranged for all members of staff/management committee involved in interviews to help ensure that interviews are carried out in a non-discriminatory manner.
Before selection is carried out a person specification will be drawn up indicating the qualities/skills/experience required by the successful post holder. The PS will be based entirely on the responsibilities and duties, described in the Job Description. We shall make conscious effort to develop alternative routes to the barrier that lack of experience opportunities causes a lot of disadvantaged groups and individuals.
A monitoring form will be supplied to all applicants who will be encouraged to complete the form.
A selection panel will be selected at the commencement of the recruitment procedure. The panel must remain the same throughout the procedure and must carry out both shortlisitng and interviews. Maximum effort should be made to achieve a balanced panel on ethnicity and gender considerations.
Selection panels will not exceed three in number and will as a minimum, consist of one member of the management committee and the director for all posts graded equivalent to professional officers and over. Panels for other posts may exclude members of the management committee. Panels for the recruitment of the MD will consist entirely of the Board of Directors but they may also co-opt relevant people from outside the organisation.
Quarterly monitoring reports will be provided by the administrative officer indicating the EO categories breakdown of all applicants.
Unsuccessful candidates that were interviewed will be given feedback if they request.
Anonymous exit interviews will be conducted for staff that leave, preferably using external people.
Career development/training
Members of staff and the MC will be encouraged to attend awareness-raising sessions.
THCRC will seek to provide training both internally and externally for staff wherever training is required to enable them to carry out their duties more effectively.
THCRC will seek to encourage staff, especially those from disadvantaged groups, to participate in training which will not only enhance their effectiveness in their current employment but will also assist career development.
Review
The implementation of THCRC’s EO policy shall be subject to annual review involving staff, MC sub-committees and selected service recipients wherever possible.
|
