Diversity, Equal Opportunities and Grievance

Grommets aim to be an Employer of Choice, characterised by recruitment and retention of highly talented people who are committed to the success of Grommets. To achieve this, we recognise that we need to engage every member of Grommets. Promoting and supporting diversity is a fundamental aspect of our policy and will enable us to attract and retain the best people.

The core values which underpin this aim are through building an organisation which:

• Values all stakeholders.
• Delivers products on time and in accordance with customer requirements.
• Manufactures products using raw materials which are certified to conform to specific requirements.
• Trains staff to meet certain competencies, thus equipping them with the skills necessary to deliver a quality product.
• Tests and checks equipment, materials and tools using appropriate measures and records this.
• Uses a variety of approaches to reach out to new markets.
• Maintains systems by a constant cycle of planning, implementation and review which leads to continued improvement and growth.

This policy has been developed regarding the statutory framework, and best practice. Information and guidance will be sought regularly from the Commission for Racial Equality, Disability Rights Commission, Equal Opportunities Commission and other relevant organisations for best practice developments.

Recruitment and Selection processes are designed to ensure that all candidates are assessed objectively against standard, job-specific criteria. Everyone involved in recruitment activity adheres to this policy and receives appropriate training and guidance in fair and objective selection methods. The recruitment and selection policy is reviewed.

Opportunities for training, development and career progression are open to everyone. All training and development needs are identified based on individual skills requirements and business needs.

Performance is managed on objective and measurable criteria, related directly to the success of Grommets. Measures to support and tackle underperformance focus on these criteria.

Individuals are supported in bringing claims of bullying, harassment or discrimination. All claims are treated sensitively and confidentially by Grommets. Where acts of harassment, bullying or discrimination are found to have taken place, they will be subject to disciplinary proceedings.

A positive working environment is supported through people management policies and practices and working relationships.

All staff are required to adhere to this policy and principles in all aspects of their working life, including to customers, suppliers and others outside Grommets.

Grommets have a responsibility to all staff to ensure that they are treated fairly and not discriminated against on grounds of age, disability, gender, philosophical or religious belief, race or sexual orientation.

Grommets senior management will lead by example and ensure that Grommets provides a positive working environment for all members.

Team Leaders will communicate with their teams the requirements of this policy. They will create positive working relationships and a culture of teamwork and respect within their teams. They will ensure that all members of their teams act professionally and appropriately.

All employees of Grommets have an individual responsibility to ensure that they adhere to the policy and the spirit of equality and diversity. Individual employees are encouraged to come forward and raise, in confidence, any concerns they have about behaviours or practices they have witnessed or experienced which are contrary to this policy.

Grommets MD will maintain this and associated policies, monitor the implementation and impact and perform regular reviews. The MD will keep up to date with the statutory framework and best practice developments.

Grievances are problems or complaints raised by employees in relation to aspects of their work. We use grievance procedures to deal with grievances fairly, consistently and expeditiously. Issues that may cause grievances e raised by employees may include:

• Terms and conditions of employment.
• Health and safety.
• New working practices.
• The working environment.
• Work relations.
• Bullying and harassment.

This list is not exhaustive.

Dealing with grievances in the workplace

In the first instance, employees should aim to resolve their grievances informally with their line manager. However, if a grievance cannot be settled informally, the next stage is for the employee to raise the grievance on a formal basis.

Fair procedure

The ACAS Code of Practice on Disciplinary and Grievance Procedures sets out the following general principles for dealing with grievances:

• Issues should be raised and dealt with promptly and the parties should not unreasonably delay meetings and decisions.
• Employers should act consistently.
• Any necessary investigations should be carried out to establish the facts.
• You should allow employees to be accompanied at any formal grievance meeting.
• Employees should be allowed to appeal against any formal decision made.

Therefore, Grommets Ltd go through the following five steps:

1. The employee should let Grommets Ltd know the nature of the grievance – if it is not possible to resolve a grievance informally, the employee should raise the matter formally and without unreasonable delay with a manager who is not the subject of the grievance if possible. This should be done in writing, setting out the nature of the grievance.
2. We will hold a meeting with the employee to discuss the grievance – we will arrange a formal grievance meeting with the employee without unreasonable delay. Both parties should make every effort to attend the meeting, and the employee will be allowed to explain their grievance and how they think it should be resolved. We might also consider adjourning the meeting for any investigation that may be necessary.
3. Employees may be accompanied at the meeting – the employee is allowed to be accompanied at the meeting (and at any appeal meeting) by a fellow employee, a trade union representative or an official employed by a trade union.
4. Decide on appropriate action – we shall decide on what action, if any, to take to resolve the grievance and our decision will be communicated to the employee in writing without unreasonable delay. We will also inform the employee that they can appeal if they are not content with the action taken.
5. Employees may take the grievance further if not resolved employees should let us know the grounds for their appeal without unreasonable delay and in writing. Appeals shall be heard without unreasonable delay and at a time and place notified to the employee in advance. The appeal is dealt with impartially and, wherever possible, by a manager who has not previously been involved in the case. The outcome of the appeal shall be communicated to the employee in writing without unreasonable delay.

Raising a grievance

Employees should normally raise a grievance with their line manager, unless someone else is specified in the employee’s contract of employment.  If the grievance is against the line manager, the employee should the grievance with that person’s manager or with another manager.

Managers shall attempt to deal with all grievances that are raised, whether raised verbally or in writing.

For employees whose first language is not English or who have difficulty expressing themselves on paper due to a disability, we encourage them to seek help in formulating their grievance, for example from a work colleague or trade union representative.

Grievance meetings

On receiving a formal written grievance, a manager shall write to the employee inviting them to attend a formal grievance meeting as soon as possible.  Grievances are treated confidentially.

The grievance meeting must take place before any decision is made on the grievance.

At the grievance meeting, the employee will be allowed to explain in detail their complaint and say how they think it should be resolved.  A meeting minute-taker will be present.

If it transpires that further investigation is necessary, the grievance meeting shall be adjourned to carry out that further investigation.  Investigation might include obtaining statements from any available witnesses.

After the grievance meeting, we shall respond in writing to the employee’s grievance within a reasonable time and let the employee know that they can appeal against our decision if they are not satisfied with it.

Appeals

 If an employee informs us that they wish to appeal against the grievance decision, we shall arrange an appeal meeting without unreasonable delay.  The appeal shall be dealt with impartially and, where possible, by a manager who has not previously been involved in the grievance procedure in relation to the employee.

We shall write to the employee with a decision on their grievance appeal as soon as possible.  We shall also advise the employee that the appeal decision is the final stage of our grievance procedure.

The statutory right to be accompanied

Employees have a statutory right to be accompanied at grievance meetings, including grievance appeal meetings.  Employees may be accompanied by an individual who is either another of our employees, a certified trade union representative or an official employed by a trade union.  The individual must be:

• Selected by the employee.
• Permitted to address the meeting to do any or all the following:
  • Put the employee’s case.
  • Sum up that case.
  • Respond on the employee’s behalf to any view expressed at the meeting.
• Permitted to confer with the employee during the meeting.

Companions have no right to answer questions on the employee’s behalf, or to address the meeting if the employee indicates at it that he or she does not wish the companion to do so.

Special cases

Grievances about bullying, discrimination, harassment and whistleblowing are highly sensitive issues. We do not have separate grievance procedures for these issues but will deal with complaints of this nature as sensitively and confidentially as possible.

Where an employee raises a grievance during a disciplinary process, the disciplinary process may be suspended in order to deal with the grievance.  However, where the two issues are related, it may be appropriate to deal with them concurrently.

This policy is accessible to all partners and staff. In addition, the policy is available to customers, suppliers and other interested parties, on request.

All staff receives induction on Grommets Ltd commitment to equality and diversity, their responsibilities and rights.

Diversity training is included in the training calendar.

Individuals who are in breach of this or associated policies and working practices will receive appropriate awareness training and counselling, in addition to any disciplinary sanctions which may be imposed

Information is collected at recruitment from applicants and successful candidates.  This is treated confidentially and used solely for monitoring.

Cases of bullying, harassment or discrimination are reviewed to assess implications and to determine if further action is required.

This policy is reviewed to ensure that it is effective and continues to meet its aims.