Karen Garb

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• Karen Garb
• Director

77 Colney Hatch Lane, Muswell Hill, London, N10
1LR
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Who are we and what do we do?
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Extensions
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Public Sector
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Refurbishments
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Maintenance Insurance Work
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Loft Conversions Disabled Adaptations
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Kitchens Bathrooms
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Job Description

• Staff Training
• Health and Safety
• Company Policies
• ISO 90012000
• Administration
• Human Resources

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Staff Training

• WHY?
• Are staff capable of supplying our
  product/service?
• Quality
• Legislation
• Legal obligation
• Health and Safety

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• EQUAL OPPORTUNITIES POLICY
• The Companys aim is to ensure that all of its
  employees and job applicants are treated equally
  irrespective of disability, race, colour,
  religion, nationality, ethnic origin, age, sex,
  sexual orientation or marital status. The Company
  shall appoint, train, develop and promote on the
  basis of merit and ability.
• All employees have a duty both morally and
  legally not to discriminate against individuals.
  This means that there shall be no discrimination
  on account of disability, race, colour, religion,
  nationality, ethnic origin, age, sex, sexual
  orientation or marital status. Employees have
  personal responsibility for the practical
  application of the Companys Equal Opportunities
  Policy which extends to the treatment of members
  of the public and employees.
• Managers and supervisors who are involved in the
  recruitment, selection, promotion and training of
  employees have special responsibility for the
  practical application of the Companys Equal
  Opportunities Policy.
• The grievance procedure is available to any
  employee who believes that he or she may have
  been unfairly discriminated against.
• Disciplinary action under the disciplinary
  procedure shall be taken against any employee who
  is found to have committed an act of unlawful
  discrimination. Discriminatory conduct and sexual
  or racial harassment shall be regarded as gross
  misconduct.
• If there is any doubt about appropriate treatment
  under the Companys Equal Opportunities Policy,
  employees should consult their manager.

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• ANTI-BULLYING, HARASSMENT AND DISCRIMINATION
  POLICY
• All Done Design and Build Limited is committed to
  ensuring that all staff carry out their work free
  from bullying, harassment and discrimination.
  This policy is therefore intended to provide a
  framework which will assist in the prevention of
  bullying, harassment and discrimination and
  provide guidance as to what action should be
  taken if such incidences occur.
• Implementation All staff, employers and
  subcontractors have a responsibility to recognise
  bullying and harassment and take appropriate
  action in accordance with this policy immediately
  they become aware of any such behaviour.
• Procedure for dealing with incidences of bullying
  and harassment Supervisors or managers informed
  of such behaviour should first listen to the
  individual concerned and make such enquiries
  necessary to clarify exactly what has happened.
• The individual should be assured that they have
  acted correctly by reporting this to someone who
  may assist.
• The supervisor/manager should attempt to give
  advice and support to individual about how to
  deal with the bully, in accordance with this
  policy document, but should also state that they
  shall seek advice from other sources.
• The supervisor or manager should make a written
  summary of events in an ISO non-conformance
  report and bring this information to the
  attention of Karen Garb who may look for outside
  guidance on the matter if appropriate this would
  then be discussed with the member of staff
  concerned.
• The relevant staff member should follow this up
  and talk to all the individuals concerned (person
  being bullied/ bully), agree actions and follow
  them through. All details should be recorded in
  individuals employee file.
• Specific actions by bully/ bullies (e.g.
  violence, theft, touching etc) may have to go
  through All Done Design and Build disciplinary
  procedures.
• The employee should be fully supported by the
  manager or supervisor until the situation has
  been brought to a satisfactory result and fully
  resolved.
• Bullying, harassment and discrimination can take
  place through looks, actions or words, is
  unacceptable, and could include Comments or
  jokes regarding disability, race, colour,
  religion, ethnic origin, age, sex, sexual
  orientation or marital status, being touched
  uninvited, spreading rumours about other members
  of staff.
• You are helping a bully by Providing an
  audience, not supporting someone who is being
  bullied, passing on rumours and laughing at a
  bully's jokes and actions.

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Diversity

• WHY?
• Tick boxes on PQQ
• Work force all year round
• Increased retention rates and lower staff
  turnover

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Woman in Construction

• Woman are better than men
• Companies need to show that they are employing
  women
• Recruitment is essential to fill the skills
  shortage
• Vulnerable customers
• Why not?

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Prejudice Discrimination

• Does it exist?

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Why Construction

• Shortage of low cost housing
• Skill shortage
• It is estimated by the Construction Industry
  Training Board that the industry needs 88,000
  recruits every year for the next five years.
  (PersonnelToday.com15 August 2005)
• Opportunities
• Olympics
• If you have a skill or talent
• Use it

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