Equality, diversity, and inclusion policy
People is what makes Ecoserve Cleaning a great company to work in. Our people come from a diverse range of backgrounds and experiences – and the innovative thinking and passion they bring to work every day is a direct result of that enormous diversity. Our approach to business is underpinned by a belief that all individuals should be treated fairly and have access to equal opportunities, regardless of their status. To attract , recruit, develop and retain the very best people at all levels , we are committed to respecting and embracing talent and working to support a culture that is inclusive and reflective of our vision and values .
We also look for high levels of diversity and inclusion in our suppliers and encourage them to adopt similar values in their relationships with their own employees and suppliers. Our approach is based on three key principles:
Equality – we promote equality by removing barriers, eliminating discrimination, and ensuring equal opportunity and access for all groups of people, both within Ecoserve Cleaning and externally amongst those organisations with whom we have formal relationships.
Diversity – we accept each person as an individual. Our success and competitiveness are built on our ability to embrace diversity – and we believe that everyone should feel valued for their contributions. By working together, we will deliver the best possible solutions for our people, our clients, and our business.
Inclusion – we create a working culture where differences are not merely accepted but valued; where everyone has the opportunity to develop in a way that is consistent with our vision and values. Our aim is to be an organisation where people feel involved, respected, and connected to our success.
1- No job applicant or employee should receive less favourable treatment on grounds of sex, race, age, ethnic origin, marital status, pregnancy and maternity, civil partnership status, any gender re – assignment, religion or belief , sexual orientation , disability or part – time / fixed – term work;
2- Employees should be protected from discrimination by association.
3- Equality, diversity, and inclusion should be promoted within the workplace;
4- We should contribute to generating similar attitudes to ours, in terms of equality, diversity and inclusion, in the wider community. We will also look for similar principles of diversity when we select and manage relationships with our suppliers;
5- Fair and equitable treatment should be the hallmark of every aspect of working life at Ecoserve Cleaning, from our written procedures through to every decision we make;
6- We should promote a culture where employees recognise the value that a diverse and inclusive workforce brings to the organisation, and where colleagues and external associates are treated with dignity and respect; and
7- We should create an environment where anyone believing they have been subjected to discrimination, victimisation, or harassment in the workplace, is entitled and feels safe to raise such concerns. We are committed to ensuring that the process for dealing with such concerns is straightforward and will be addressed in a compassionate, efficient, and timely manner.
The HR team is responsible for: Keeping all related procedures under review and monitoring employment practices; Measuring , monitoring and benchmarking our demographic profile and reporting trends to both operations managers and directors; and providing relevant advice and supporting managers in championing diversity across Ecoserve Cleaning .
Divisional / Business Managing Directors are responsible for: Ensuring that this policy and supporting strategies and procedures are distributed, implemented, and complied with; and Leading by example in protecting Ecoserve Cleaning brand and advocating knowledge sharing across all divisions.
Managers are responsible for: Implementing and enforcing the processes and procedures; Ensuring that their people are aware of their responsibilities and receive appropriate training; and addressing any inappropriate behaviour.
Employees are responsible for: Carrying out their work in line with this policy and associated procedures; Respecting the rights of all Ecoserve Cleaning people to work in an environment that is free from prejudice and discrimination ; Challenging any behaviour that falls short of the expectations of this policy; and Identifying any breaches of this policy and reporting them to their line manager ,
Grievance and Disciplinary Procedure
Any employee who believes they have grievance in relation to equal opportunities practice should pursue it though Ecoserve Cleaning grievance procedure. Any allegations against an employee concerning unfair discrimination, victimisation or sexual or racial harassment will be investigated and dealt with under the Company’s disciplinary code of practice.
Details of the organisation’s grievance and disciplinary policies and procedures can be found at the company handbook. This includes with whom an employee should raise a grievance – usually their line manager. The use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
The organisation commits to monitoring and assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues. The company will review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
The successful implementation of this policy will achieve recognition by external bodies in the form of awards, nominations, and accreditations, continual improvement in quantitative and qualitative data trends, across the whole organisation and for specific subgroups of employees.
Operations Director – Ecoserve Cleaning Ltd – 16th January 2021