Event Equipment Hire aims to be an equal opportunity
employer, and has a policy for this purpose.
This policy covers all aspects of employment, from vacancy advertising, selection
recruitment and training to conditions of service and reasons for termination of
To ensure that this policy is operating effectively (and for no other purpose)Event Equipment Hire
maintains records of employees’ and applicants’ racial origins, gender
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.
Event Equipment Hire’s long term aim is that the composition of our workforce should
reflect that of the community. Timetabled targets will be set for groups in the
community that are identified as being underrepresented in the workforce. Where
necessary, special steps, as permitted by the relevant Acts of Parliament, will be
taken to help disadvantaged and/or underrepresented groups to compete for jobs on
a genuine basis of equality.
Event Equipment Hire EOP, and the measures to implement it, have been devised on the
basis of advice from the relevant bodies as well as in consultation with appropriate
union and/or employee representatives.
The director of personnel, is responsible for the effective operation of Event Equipment Hire’s EOP.
A copy of the EOP is available from the personnel department.
Event Equipment Hire will ensure active compliance with all relevant legislation including:
Wherever possible, all vacancies will be advertised simultaneously internally and
Steps will be taken to ensure that knowledge of vacancies reaches
underrepresented groups internally and externally.
Wherever possible, vacancies will be notified to job centres, careers offices,
schools, colleges, polytechnics, etc, with significant minority group rolls, as well as
to minority press/media and organisations.
All vacancy advertisements will include an appropriate short statement on equal
Selection and recruitment
Selection criteria (job description and employee specification) will be kept under
constant 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 received training in equal
Wherever possible, women, minorities and disabled persons will be involved in the
shortlisting and interviewing processes.
Reasons for selection and rejection of applicants for vacancies must be recorded.
Positive action – training, promotion and conditions of service
Underrepresented groups will be encouraged to apply for training and employment
opportunities with the business.
Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.
Wherever necessary, use will be made of lawful exemptions to recruit suitably
qualified people to cater for the special needs of particular groups.
Wherever possible, efforts will be made to identify and remove
unnecessary/unjustifiable barriers and provide appropriate facilities and conditions
of service to meet the special needs of disadvantaged and/or underrepresented
In order to ensure the effective operation of the equal opportunity policy (and for no
other purpose) a record will be kept of all employees’ and job applicants’ gender,
racial origins and disability.
Where necessary, employees will be able to check/correct their own record of these
details. Otherwise, access to this information will be strictly restricted.
Such records will be analyzed regularly, and appropriate follow-up action taken.
The objectives of this EOP are to:
Ensure that the business has access to the widest labour market and secures
the best employees for its needs.
Ensure that no applicant or employee receives less favourable treatment, and that,
wherever possible, they are given the help they need to attain their full potential to
the benefit of the company/etc and themselves.
Achieve an ability-based workforce which is in line with the working population mix
in the relevant labour market areas.
The cooperation of all employees is essential for the success of this policy. However,
ultimate responsibility for achieving the policy’s objectives, and for ensuring
compliance with the relevant Acts of Parliament as well as the various Codes of
Practice, lies with the company/etc. Behaviour or actions against the spirit and/or
the letter of the laws on which this policy is based will be considered serious
disciplinary matters, and may, in some cases, lead to dismissal.