Equality Policy


Equality Policy

EQUALITY POLICY FOR RIFKIN DEMOLITION (LIVERPOOL) LIMITED

Rifkin Demolition (liverpool) limited will work to promote equal opportunity through the
implementation and practice of policies, which ensure that individuals receive treatment that is fair and consistent with their skills, abilities and potential.
In the provision of services to customers and clients, in relationships with suppliers and in the
employment and development of all staff,  Rifkin Demolition will seek to ensure equality of
opportunity and treatment for all.
No person or group of people employed by Rifkin Demolition will be treated less favourably than any other person or group because of:
LANGUAGE
NATIONALITY
AGE
DISABILITY
GENDER REASSIGNMENT
MARRIAGE AND CIVIL PARTNERSHIP
PREGNANCY AND MATERNITY
RACE
RELIGION OR BELIEF
SEX
SEXUAL ORIENTATION
Or other personal characteristic unrelated to their ability to do their job effectively. Legislation exists to protect employees and associates from discrimination and L. Rifkin Demolition will ensure that we fully comply with it.
Each individual has an important part to play in achieving this equality goal, since the way in which each of us behaves towards colleagues, clients, customers and suppliers determines whether the environment at  Rifkin Demolition is one in which all individuals have the opportunity to thrive.
However the ultimate responsibility for the successful implementation of all polices and practices lies with Rifkin Demolition, its managers and directors.

Rifkin Demolition has a duty of care to ensure as far as is possible that our employees do not suffer while in our employ.
We also have a duty of care to take practical steps to ensure the safety and well being of our employees which includes protection from undue stress or pressure. Since discrimination, harassment and absence of equal opportunity can result in undue stress, we will act to ensure that we work in an environment where everyone can feel physically, emotionally and psychologically safe.
To an Equal Opportunity employer, the equality culture must permeate through all the actions and decisions made by Rifkin Demolition, and through all policies and procedures.
These policies encompass, but are not confined to the following areas:
1. RECRUITMENT AND SELECTION
Rifkin Demolition has a Recruitment and Selection policy which in summary, commits the Company to ensuring that unfair discrimination does not occur at any stage of the recruitment process, covers all stages from the production of job descriptions and person specifications, through advertising, application packs, short listing, interviews, selection and employment.
2. WORK LIFE BALANCE
Rifkin Demolition supports the principle of encouraging balance between work and family/personal life and has comprehensive policies and procedures to support this goal. These encompass flexible and part- time working, annual leave, maternity/paternity/adoption leave, parental and carer leave as well as sickness and absence procedures.
3. DISCIPLINE AND GRIEVANCES
In any working environment it is inevitable that from time to time misunderstandings and problems occur. Communication is the key to solving these problems and whenever possible, it is in the interest of all parties to work things out informally. Where this is not possible however, formal discipline and grievance procedures exist which can be used to make complaints, settle grievances and to ensure that fair and consistent standards of discipline and performance are maintained.
4. DISCRIMINATION, HARASSMENT AND BULLYING
Harassment is behaviour is offensive and unwelcome to the person or people on the receiving end. Rifkin Demolition is determined that such behaviour will not be tolerated and is committed to ensuring that the environment is a supportive and positive one where discrimination, harassment and bullying play no part. Employees can use the grievance procedure to make a complaint, where informal solutions have proved unproductive.
5. MONITORING
Rifkin Demolition will collect and maintain personal details form employees and applicants for equality monitoring purposes. This will provide data to allow for appropriate action to eliminate any unlawful direct and indirect discrimination and promote equality of opportunity .
Policies will be clearly communicated to staff to ensure that all involved with  Rifkin Demolition
understand their rights and responsibilities.
6. COMMUNICATION
Rifkin Demolition’s Equality Policy will be communicated to supplies and service providers in order that they are aware of our commitment to equality.  Rifkin Demolition aspires to treat every client, customer and organization with whom we have contact with the same respect that we afford, and require from, our own employees.
In customer facing areas, a statement of our commitment to equality will be clearly displayed, together with details of the way in which customers can communicate with Rifkin Demolition when they feel that their treatment has fallen short of the standards we set for ourselves. Complaints and suggestions will be followed up and action taken when appropriate.
Where commercially practicable t, Rifkin Demolition will endeavour to use suppliers who are also able to demonstrate through their written pollcies and in the way that they communicate their business with  Rifkin Demolition, their own commitment to equality.
7. REVIEW
Policies and procedures will be reviewed regularly in order to ensure their value and continued
effectiveness.
Reviewed Date: 24/4/12

APPROVED BY
DAVID HALE
MANAGING DIRECTOR