Statement of Intent
It is our policy that everyone who comes into contact with DHI Excavations shall be treated equally and with respect, regardless of age, sex, sexual orientation, marital status, disability, race, colour, ethnic or national origin or religion. Every possible step is taken to ensure that recruitment, selection, training, promotion, and remuneration are based solely on objective and job-related criteria.
Likewise, we expect everyone within DHI Excavations to act with respect towards their colleagues, customers and suppliers regardless of their age, sex, sexual orientation, marital status, disability, race, colour, ethnic or national origin or religion.
We are committed to eliminate all forms of discrimination, harassment, bullying or abuse. We want to create an atmosphere at work that is conducive to individual growth and development and we will act positively to challenge behaviours, which stop an individual from reaching his/her full potential.
DHI Excavations recognises that harassment can take many forms and occurs on a variety of grounds. Harassment can be described as conduct which is unwanted, unreasonable and offensive to the recipient, or which creates an intimidating or humiliating work environment for the recipient. Harassment can be persistent conduct or an isolated incident and may be directed against an individual or a group.
Sexual harassment is defined as “where any form of unwanted verbal, non-verbal or physical conduct of a sexual nature occurs with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.”
At DHI Excavations, we feel very strongly that whatever the form of harassment or bullying, it is unwanted, unwelcome and will not be tolerated. Forms of harassment or bullying may include:
- physical contact ranging from touching to serious assault;
- verbal and written (including e-mail) harassment through jokes, offensive language, gossip or slander;
- visual display of posters, graffiti, obscene gestures;
- isolation or non-co-operation at work, exclusion from social activities;
- intimidation or bullying;
- any behaviour which is offensive, abusive, intimidating, threatening or insulting.
Any allegations of harassment, bullying or abuse will be taken seriously in an impartial and supportive environment. Anyone who harasses or bullies another person may face disciplinary action.
The effects of harassment of bullying
At DHI Excavations, we do not underestimate the damage, tension and conflict within the workplace which harassment or bullying can create. The result is not just poor morale but higher staff turnover, reduced productivity, lower efficiency, divided teams and poor customer service. Failure to deal with allegations or incidents of harassment at work may result in a number of legal consequences.
Harassment or bullying and abusive behaviour has been held to constitute discrimination under the Equality Act 2010.
All employees and Career Development
The age, sex, sexual orientation, marital status, disability, race, colour, ethnic or national origin or religion of a person has no relevance at DHI Excavations when assessing ability or potential. People involved in recruitment, transfers, promotion, appraisal and training must be able to demonstrate that any decision made is based solely on objective criteria and after careful assessment of the individual.
Selection criteria and methods will be reviewed periodically to ensure that they remain appropriate. Everyone actively involved in recruitment and/or employee development will be trained to understand the importance of equal opportunities.
DHI Excavations will promote a positive attitude towards people with disabilities and endeavour to ensure that people with disabilities achieve their potential. Reasonable adjustments will be made to ensure that the disability does not adversely affect career opportunities.
This policy will be communicated to all employees and DHI Excavations will ensure that all applicants for employment are made aware of it.
This procedure for complaints about discrimination or harassment has been written to help you sort out problems quickly, confidentially and where possible informally.
If you feel you are being harassed we recommended you keep notes of the events with dates, times and the names of any witnesses.
Please remember there is an appeal process as part of the disciplinary procedure, if your grievance relates to disciplinary action against you.
It may be preferable for all concerned that complaints of harassment, bullying or abuse are dealt with internally within the department and informally wherever possible. This is likely to produce solutions, which are speedy, effective and minimise embarrassment. In many cases, it is sufficient for the recipient to raise the problem informally with the person creating the problem, pointing out that their conduct is unwelcome, offensive or interfering with work.
Examples of informal ways to deal with a problem would include discussion with: –
- Your immediate manager;
- The person in question, if you feel able to do this;
- Someone from the Human Resources Department.
For more serious issues or when informal methods have failed to help you should put your grievance in writing and send this to the Manager of your department and to Human Resources. If the grievance relates to the Manager, send it to his/her Manager and to Human Resources.
Firstly, you may be asked to attend a grievance hearing to establish the details of your complaint. You may bring a representative with you for support, this may be a colleague or an official member of a trade union. You will be given the option of who you would like to discuss the matter with.
Following this a thorough investigation will take place as quickly as possible. It is important that confidentiality is maintained throughout these investigations ensuring that the rights of the alleged perpetrator are as protected as well as those of the complainant. Anyone who breaches confidentiality may be subject to disciplinary action.
The investigation may involve gathering witness statements from your colleagues, where they are likely to have information relevant to the grievance. It may also include gathering paper documentation, or information stored on computer. An independent investigator will carry out the investigations. This will be a DHI Excavations employee, unconnected with the situation.
Following the investigation, a grievance hearing will take place to decide the outcome and action necessary to resolve the problem.
In rare cases it may be necessary for the some or all of those involved in the grievance investigation to be suspended on full pay. This is to maintain confidentiality and allow the investigation to take place without undue upset to those involved.
If you are suspended from work, you will be informed of the suspension in a meeting and never over the phone. A letter confirming the suspension will be sent to you.
Whilst on suspension there are no restrictions on you contacting your colleagues within the Group, unless otherwise detailed in your suspension letter.
Suspension on full pay does not imply guilt. Outcomes
Ultimately there are a number of solutions that may be used to resolve a grievance issue.
Solutions may involve: –
- A Development plan to assist a change of behaviour in the perpetrator;
- Disciplinary action against the perpetrator, including dismissal;
- Transferring the perpetrator, the person raising the grievance or both.
At the Grievance meetings you have the right to state your case and to bring a representative to assist you. This person must be a current employee of DHI Excavations or a trade union official or representative. You have the right to postpone the grievance hearing by up to 5 days if your chosen representative is not available at the time the meeting has been booked.
After the Grievance hearing, you have the right of appeal. This will be confirmed to you in writing together with confirmation of the outcome of your grievance
If you wish to appeal against the outcome of your grievance you should do so in writing within ten working days of the decision to Human Resources. The name of this person will be specified to you. This will be someone unconnected to the original investigation.
Your appeal will be handled by the Human Resources department who will discuss the matter with you. Further investigation may take place as part of the appeal process, this will be followed by an appeal hearing.
Following the appeal hearing, you will be notified of the decision within five working days of the meeting. The decision at appeal will be final.
Alleged Perpetrator’s rights
- the individual has the right to be informed of the nature of grievance, and
- to be accompanied by a representative during meetings, and to call witnesses DHI Excavations expects all complaints to be made in good faith. Anyone bringing a proven false complaint may be subject to disciplinary action.