As an Investor In People, we are conscious of the benefits that result from having real diversity in the workforce. This understanding shapes our recruitment and training policies.
We are committed to promoting diversity and to developing a culture of inclusion as a continuous process of improvement, not as a ‘one-off’ initiative.
Equal Opportunities
We firmly believe in the importance of equal opportunity and seek to eliminate discrimination on any grounds – particularly the nine protected characteristics listed in The Equality Act 2010. Our subcontractors are also required to comply with this same ethos; a requirement that is verified through our ISO9001 approval process.
We seek to eradicate discrimination in all stages of employment and procurement including:
- Recruitment
- Supply chain / partner selection
- Staff inductions
- Training and development
- Disciplinary procedures
Supporting Inclusion
Effective management of diversity forms part of our accreditations under Investors In People, ISO 9001:2015 and Achilles.
We recognise that employees and stakeholder staff may face different personal barriers. These can take many forms, such as restricted mobility or sensory impairment, or they may be ‘invisible’ challenges such as having caring responsibilities. We work flexibly and sensitively to ensure that all individuals can work effectively, safely and in ways that maintain their wellbeing.
Examples:
- Workplace adaptations
- Enabling working from home
- Flexible working arrangements
- Health and wellbeing support
- A clear and accessible channel for grievance reporting
- A zero-tolerance approach to bullying, harassment and discrimination
Monitoring and Review
Working with good local suppliers also affords access to valuable local knowledge. This is useful when, for example, we want to promote training or supply chain opportunities. Local social enterprises and other stakeholders can play a vital role in disseminating those opportunities, ensuring that the news reaches the people and businesses that might most benefit from it.
Customer Support
We routinely work in occupied properties, so we are constantly engaging with people who may have protected characteristics or particular needs.
We ensure that customer service processes are specifically gender-neutral and sensitive to neurodiversity so as not to create unnecessary stress or disruption for customers. When working in or near to residents’ homes, we will, where appropriate, work with resident liaison staff, carers and family members to develop personalised engagement plans.
Similarly, we are extremely experienced in working with people from different ethnic groups. Through our customer journey processes, we strive to understand the cultural/social requirements of each individual and community. This enables us to work with respect and consideration. Working closely with our clients, we agree a service delivery approach that’s based on these individual requirements. This will often include making written information available in multiple languages and formats.
Case Studies
While delivering an energy efficiency scheme for Wrekin Housing Trust, we appointed one of the local residents as a resident liaison officer. The resident in question had suffered severe head injuries that had prevented him working for three years. We noted his history and aspirations, provided him with comprehensive training, and worked with him to raise his confidence. When the project was complete, he secured permanent employment with the Trust.
“It’s worked brilliantly. Our residents confidently felt they could talk to Paul about any concerns as he lived amongst them.”
Dale Heaton; Wrekin HT
In order to accommodate the needs of a resident who suffered from autism and who reacted badly to noise, we adopted a flexible schedule. Liaising with his family, we planned our work around his daily routines, ensuring that the energy efficiency improvements were installed while he was away from home.