Dignity and diversity
As an organisation committed to equal opportunities, we aim to employ people who reflect the diverse nature of society and we value people and their contribution, irrespective of age, sex, disability, sexual orientation, race, colour, religion or ethnic origin.
At Norland we see fair treatment not only as a moral and legal duty but also a business imperative. Employers who treat employees fairly and flexibly will be best placed to recruit and retain staff in an increasingly diverse and competitive labour market.
We strive to eliminate all bias and forms of unfair discrimination through training, clear policies and a genuine belief in treating all people with respect and dignity. Managers are trained in the management of a diverse workforce, including recruitment skills; making them aware of the importance and value of selecting people based on the job requirements and the ability to do, or be trained, for the role in question. We try to ensure that everyone can work in a way that suits their circumstances; whilst many members of our staff work a traditional working week.
We support flexible working arrangements such as working shift patterns, nights, part time or from home. We have introduced a policy on working beyond retirement and we now have staff working beyond the traditional retirement age; it is attitude and ability - not age - that helps us to provide an exceptional service for our customers.
Diversity in the Workplace - a summary of our commitment:
Norland understands the importance of building a diverse workforce if we are to achieve our mission of being a market leader through exceptional service and exceptional people. With clear and easily accessible policies on equal opportunities and a range of family friendly policies (from our flexible working scheme to our Childcare Vouchers Scheme), we actively ensure all of our staff are able to balance their home and work commitments in a way that both Norland and the individual benefit. This allows us to access individuals from a wider base with varying social and physical needs.
This philosophy starts with our recruitment policy. Norland recruits from a wide range of sources always seeking to recruit the very best in the market place and knowing this can only be done through casting our net wide and accessing a broad range of potential applicants. All of our managers attend a two day recruitment training course that ensures that all new recruits are assessed against our competencies.
Managers learn how to ensure that disabled candidates are treated fairly through the process e.g. when using psychometric assessments we can offer these in Braille. We work closely with our clients to understand their needs which will often lead to new and innovative approaches to ensuring diversity in the workplace.
As a keen supporter of apprentices, we work actively with our apprentice provider, BEST, to ensure that we promote ourselves to young women, the disabled and those from ethnic minorities, to ensure we are searching for our future talent from as wide a pool as possible.
Currently, 15% of apprentices in Norland are women, which may appear a small number but when only 4% of our applications for electrical apprenticeships were made by women we are pleased to have been able to recruit so many and intend to build on this year on year. However, our commitment goes beyond the recruitment phrase.
All staff attends the company induction and a key section within this is about 'Respect at Work'. Using video and discussion we outline the importance Norland places on creating a fair and respectful working environment for all. This is emphasised in our employee handbook and reflected in Norland policies and literature. In addition, we run our ethics and diversity workshop both internally for managers and at client sites.