Equal Opportunities Employment Policy

McManus Brothers aims to be an equal opportunities employer, and has a policy in place for this purpose. This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of employment and reasons for termination of employment.

Introduction

To ensure that this policy is operating effectively (and for no other purposes) McManus Brothers maintains records of employees and applicants racial origins, gender, and disability. Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. McManus Brothers long term aim is that the composition of our workforce should reflect that of the community. Targets will be set for groups in the community that are identified as being under represented in the workforce. Where necessary, special steps, as laid out in relevant legislation will be taken to help disadvantaged and/or underrepresented groups to compete for employment on a genuine basis of equality.

McManus Brothers Employment Policy and the measures to implement it have been devised from advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives. The Partners are responsible for effective operation and implementation of McManus Brothers Employment Policy.

Vacancy Advertising

Wherever possible, all vacancies will be advertised simultaneously internally and externally through the different available medias. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally. Wherever possible, vacancies will be notified to career offices, job centres, and press recruitment sections. All vacancies will include an application form and a short statement on equal opportunity.

Selection and Recruitment

Selection criteria (job description and employee specification) will be kept under review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job. Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should have knowledge of equal opportunities. Wherever possible, women, minorities and disabled persons will be involved in any short listing process. Reasons for selection and rejection of applications for vacancies will be recorded and files kept.

Positive-Action Training, Promotion and Terms and Conditions of Employment

Underrepresented groups will be encouraged to apply for training and employment opportunities within McManus Brothers. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for promotions etc. However actual recruitment to all jobs will be strictly on merit. Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified persons to cater for the needs of McManus Brothers. Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the needs of disadvantaged and/or underrepresented group/minorities.

Personnel Records

In order for McManus Brothers to effectively operate and implement its Equal Opportunity Employment Policy (and for no other reason) records will be kept of all employees and job applicants, gender, racial origin.

General

The objective of McManus Brothers Equal Opportunity Employment Policy is to:

Ensure That McManus Brothers has access to the widest labour market and secures the best employees for their need.

Ensure that no applicant or employee receives less favourable treatment, and that wherever possible, they are given the help/assistance they need to attain their full potential to the benefit of McManus Brothers.

Achieve and ability-based workforce which is in line with the working population mix in the relevant labour market areas.

The co-operation of all employees is essential for the success of this policy. However ultimate responsibility for achieving the policy’s objective, and for compliance with the relevant legislative provisions as well as the various codes of practice, lies with McManus Brothers. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered a serious disciplinary matter and may in some cases lead to dismissal.