• Dorin Construction
• Gilwood Mast
• D and K Plant Hire

We are committed to equal opportunities that are a central feature of good employment practice. Accordingly, this policy declares the Company’s opposition to all forms of unjust discrimination in employment and outlines the action that is proposed to overcome this.

In pursuit of its objectives the Company will seek to review and develop employment policies and practices which pay full regard to the codes of practice issued by the commission for Racial Equality, the Equal Opportunities Commission and the Manpower Services Commission.

Objectives
The purpose of the Equal Opportunities Policy is to ensure that there is no discrimination against sections of the community either in access to employment or services, or in employment practices. As an equal opportunities employer, the company will ensure that statutory rights under the Equal Pay Act 1980, Sex Discrimination Acts 1975 and 1986 and Race Relations Act 1976 are protected and that direct or indirect discrimination on the grounds of individuals’ sex, marital status, race or political belief, will be eliminated

Policy Statement
Gilwood Mast Limited is an equal opportunities employer and as such is committed to eliminate discrimination and will seek to introduce positive measures to promote equality of opportunity. The aim of this policy is to ensure that no individual or group, job applicants or employees receive less favourable treatment from another on the grounds set out in paragraph 2 or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. The Company’s polices, practices and procedures will be reviewed regularly to ensure that they accord with the principles of equal opportunities and are constantly applied in order that individuals are selected, promoted and treated only solely on the basis of their relevant merits and abilities.

Responsibility for Policy Operation
The director responsible for personnel will have overall responsibility for implementing and monitoring this policy. Divisional Managers are responsible for ensuring that equal opportunities are promoted within their departments. In addition each manager or supervisor must ensure that all employees are aware of their responsibility not to discriminate and every employee has an obligation not to practice discrimination in carrying out their duties. Information will be disseminated to ensure that the requirements of the policy are complied with.

Role of Trade Unions
The Company welcomes the support from trade unions in eliminating discrimination and recognises the important role the trade unions can play in achieving equality of opportunity in line with objectives of this policy.

AREAS COVERED BY EQUAL OPPORTUNITIES POLICY

Recruitment and Selection
Advertisements, job descriptions, application forms, shortlisting and interviewing procedures will be designed to ensure that discriminatory practices are eliminated and that candidates are selected purely on the basis of their merits and abilities. A statement will be included in all advertisements for vacancies that - “Gilwood Mast Limited is an Equal Opportunities Employer”.

Practices and procedures will be reviewed regularly and training will be provided for those involved in recruitment and selection procedures where considered necessary.

Employment of Disabled People
In line with the objectives set out in this statement it is the Company’s intention to develop a positive policy to increase the opportunities for disabled people by ensuring;

• Disabled applicants are given full and fair consideration for all vacancies.
• Whenever possible the company retains the services of those who are or become disabled, through the provision of re-training or re-development and promotion.
• Disabled employees are given equal opportunities with other employees for training, career development and promotion.
• Adaptations to equipment or premises which could enable a disabled employee to function more effectively are given full consideration.

Monitoring & Review
The provisions of this policy will be monitored and reviewed at regular intervals, and positive action will be taken to remedy any defects.

Breaches of Policy
An employee who considers that he/she has suffered discrimination or harassment on the grounds set out in paragraph 2 may bring a complaint under the Company’s grievance procedure. The use of the grievance procedure will not remove the individual’s right to refer a case to an industrial tribunal

Any deliberate breach of the Policy will be dealt with under the disciplinary procedure.