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ISG Jackson has a strategic plan that projects continued growth.
Applications are, therefore, always welcome from capable individuals experienced in construction management and in particular those in the following disciplines:
- Contracts Management
- Design Management
- Quantity Surveying
- Estimating
- Site Management
To explore how you would fit into our future plans contact: The Recruitment Team on recruitment@isgjackson.com
Our aim is to be an equal opportunities employer. We welcome all applications, regardless of race, colour, nationality, ethnic or national origins, age, sex, disability, sexual orientation, religion or belief.
All applications will be considered solely on merit.
view equal opportunities policy //ISG jackson policy statement
equal opportunities policy
STATEMENT
The aim of this policy is
- to ensure that all employees and potential employees receive equal treatment and that all are given equal help to attain their potential to the benefit of the company and themselves
- to affirm that ISG Jackson is committed to, encourages, and values diversity within the business, and
- to affirm that ISG Jackson is committed to providing equality for all.
The Company supports the principle of equal opportunities in employment and opposes all forms of unlawful and unfair discrimination, in particular on the grounds of colour, race, nationality, religion or belief, ethnic or national origin, gender, marital status, sexual orientation, age or disability.
The Company recognises that the particular needs of disabled employees may require special arrangements to enable them to effectively fulfil their duties and when appropriate will assist in the employment of disabled people through means such as adaptation of premises, the modification of equipment, the provisions of special aids and job restructuring. Whenever possible, the Company will provide for the rehabilitation and retraining of employees who become disabled.
The Company will aim to achieve and maintain a workforce which is representative of the local community in each operating area, always bearing in mind commercial requirements and the need to have the best qualified and experienced staff in each position.
Every effort will be made to ensure that individuals are treated equally and fairly and that decisions on recruitment, selection, training, promotion, career progression and retirement are based on objective, job-related criteria.
SCOPE
This Policy applies to all staff and applicants, and relates equally to full-time, part-time, temporary and fixed-term roles within the business.
IMPLEMENTATION
Responsibility
The Board of Directors is ultimately responsible for ensuring that both the letter and the spirit of this policy is effectively implemented within the business, but to ensure proper day-to-day control the company has nominated the HR Manager as the person responsible for promoting equality of opportunity in employment, for the implementation of this policy and for its regular review.
Each employee has a duty, both morally and legally, not to discriminate against other applicants, employees, clients, sub-contractors or suppliers. The Company will not tolerate acts of discrimination by any of its employees.
Line managers are responsible for the effectiveness of this policy within their teams. Managers are responsible and accountable for promoting a working environment where discrimination and victimisation is not tolerated.
AIMS AND OBJECTIVES
Aims
The Company has the following aims. To ensure that:
- all unlawful direct or indirect discrimination, harassment or victimisation is eliminated within the business
- equality of opportunity is provided within the business
- diversity is encouraged within the business
Objectives
The Company has the following broad objectives. To ensure that:
- The letter and the spirit of this Policy is implemented effectively within the business
- The Directors, Managers and staff are aware of the needs of different groups of people who may be employed
- The Directors, Managers and staff are aware of the legal obligations upon the business
- Staff are trained and equipped to apply this Policy within their own sphere of operation
- All staff are treated equitably in all areas of employment, including career development, pay and benefits, training and promotion
- Communication in respect of job vacancies is clear and effective for all groups of employees within the business
- Communication on best practice in respect of equal opportunities is clear and effective
- This policy, and its supporting procedures, are reviewed and updated on an annual basis
- New policies and procedures are assessed with regard to potential implementation within the business
- All Directors and Managers are suitably trained in employment and discrimination law as part of their competency framework
- Regular newsletters are published to all staff
Formal Procedures
The company has prepared, issued, and maintains under review, formal procedures for the recruitment and interviewing of potential new staff. These procedures are freely available to all staff and are subject to formal audit.
Recruitment & Selection
Recruitment and selection will be based purely on merit and performance, and the process is covered in detail in Company Procedure CP203.01 (which is subject to audit).
In broad terms, Managers and Supervisors are responsible for ensuring that no employee or job applicant receives less favourable treatment or is placed at a disadvantage by requirements that are either directly or indirectly discriminatory (indirect discrimination occurs when criteria are set which are less likely to be achieved by members of a minority group and which are not objectively justifiable, i.e. required for a good reason which is not discriminatory).
Recruitment will be based on a job description and personal profile which show the criteria against which the recruitment is being carried out. Those drafting such documents must ensure they avoid any bias in respect of race, sex, marital status, disability, religion, belief, sexual orientation or age.
Specifically, the procedure requires the following main controls:
- Staff involved in the recruitment process are required to attend internal training in order to ensure the correct application of this policy
- Whenever possible, job applicants should be requested to provide standard information in order to ensure a consistent information base for interview shortlists (Application form JCD QAF 199)
- Interviews should follow the same format and include similar questions for all applicants and a brief record of the strengths/weaknesses of each candidate against job requirements should be made at the time of the interview and retained within the HR dept for a minimum of 6 months (Form JCD QAF 200)
- Preferably two interviewees should be present to guard against any discriminatory action – ideally of mixed ages and sexes
- The application form carries specific monitoring information which is collated and maintained within the HR Department
- Offers of employment can only be made in writing on the Company's letterhead signed by a Main Board Director or the HR Manager. Until receipt of satisfactory references, a completed medical questionnaire, and evidence of eligibility to work in the UK, all job offers will be made on a conditional basis
- Reasons for selection or rejection of applicants for vacancies are recorded (JCD QAF 200 / 203).
Training and Development
All Directors and Senior Managers receive training in interviewing, recruitment skills and appraisals, and in the requirements of both general employment law and equal opportunities law.
Communication
The Company undertakes to provide information to help employees understand their position and responsibilities in law and under the Company's Equal Opportunities Policy. Specifically the following communication methods are used:
- All new employees are made aware of the Company's policy as part of the induction process, and this document is included within the Induction packs.
- This Policy is available to all staff on our network drive (together with all the other Policies and procedures), is available on the Internet and Intranet sites, and is posted, in hard-copy, format on the notice boards at Head Office and on all sites
- It is supplemented with general guidance posters suitable for the 'audience' in question
- The Policy and its supporting principles are underlined via our regular HR newsletter
- All job vacancies are advertised on our Intranet and Internet sites, via 'all-staff' e-mails, on notice boards and in 'mail-outs' to those staff without computer access
- All external vacancy advertisements will incorporate the statement that the Company is "Committed to Equal Opportunity for all".
Changes in Circumstances
Employees who are disabled, or who become disabled, in the course of their employment are entitled to require the Company to undertake any 'reasonable adjustments' to their employment or working conditions which they consider necessary or which they consider would assist them in the performance of their duties. Careful consideration will be given to any such proposals and, where reasonable or reasonably practicable, such adjustments will be made.
Termination of Employment
Any employee who has his or her employment terminated by the Company will have been through the disciplinary procedure (if appropriate), and the reasons for termination, for whatever reason, will be recorded and held by the HR Department (JCD QAF 205).
Monitoring
Monitoring will be carried out to assess the effectiveness of this policy, specifically, the monitoring of equal and fair treatment of applicants for roles within the company, and equal and fair treatment of all employees. This is undertaken by monitoring data recorded on all application forms - which is collated and maintained on a database by the HR Department, and by information obtained during Exit Interviews (JCD QAF 202).
Data will be periodically reviewed by the HR Department to help identify any inequalities.
A record is maintained of all employee's and job applicant's gender, racial origins (as defined by them) and any notified disabilities.
Auditing
This policy, and its attendant procedures, will be audited by a trained manager, independent of the HR Manager, to provide the Board with the appropriate assurance that the requirements of this document are being effectively implemented and adhered to.
Reporting
An individual, either employed by the business or working in a sub-contracting role on one of our sites, has a responsibility to report any incident of discrimination or victimisation to their Line Manager and ultimately HR Manager.
Grievance and Disciplinary Procedures
Grievances on matters covered by this policy will be dealt with strictly in accordance with the procedures laid down in the Company's Disciplinary Policy (CP202.41) and in the Grievance Policy (CP202.42). Where a member of staff believes they have been subject to harassment or bullying, the Company will ensure the strict application of the Harassment and Bullying Policy (CP202.40)
Instances where it is determined that an individual has acted in a discriminatory way will lead to disciplinary action and may lead to summary dismissal.
Bernard Clarke
Managing Director
