The terms equality , inclusion and diversity are at the hear of this policy.
Equality means ensuring everyone has the same opportunities to fulfil their potential free from discrimination. Inclusion means ensuring everyone feels comfortable to be themselves at work and feels the worth of their contribution. Diversity means the celebration of individual differences amongst the workforce. We will actively support diversity and inclusion and ensure that all our employees are valued and treated with dignity and respect. We want to encourage everyone in our Company to reach their potential.
We aim to ensure that our staff achieve their full potential and that all employment decisions are taken without reference to irrelevant or discriminatory criteria. We have adopted this policy as a means of helping to achieve these aims.
Breaches of this policy will be taken very seriously by the Company as a disciplinary matter.

2. Who is responsible?
Managers and supervisors are responsible for implementing this policy and for applying it during their day to day management.
All employees have a responsibility not to unlawfully discriminate against all other staff working for and with the Company, whether or not they are employees of the Company. Employees must report any behaviour which could amount to unlawful discrimination of which they become aware, whether it is aimed at them or someone else and whether the discrimination comes from a member of staff or an outside person.
Employees with a disability should inform the Human Resources Department if they consider that any adjustments need to be made to accommodate their condition in the work environment.

3. Forms of discrimination
Direct discrimination occurs where someone is put at a disadvantage on discriminatory grounds in relation to his or her employment. Direct discrimination may occur even when unintentional.
Indirect discrimination occurs where the individual’s employment is subject to an unjustified provision, criterion or practice which affects all staff, but puts one group of staff at a particular disadvantage.
Victimisation occurs where an individual is treated less favourably than colleagues because he/she has taken action to assert their statutory rights or assisted a colleague in doing so.
Harassment is unwanted conduct which has the purpose or the effect of violating another person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for him or her. This includes unwanted conduct of a sexual nature and detrimental treatment as a result of rejecting or submitting to this unwanted conduct. It can involve actions, omissions, behaviour, words, gossip or physical contact.
Disability discrimination may occur where an individual is disadvantaged in employment/recruitment because of a disability or for a reason connected with it. It also occurs when there is a failure to make reasonable adjustments to accommodate a disability in the workplace.
There may be limited circumstances justifying different treatment, which means that the treatment is not unlawful.
Unlawful discrimination can occur where it is a third party who has the protected characteristic. For example, offensive comments about a client’s age; offensive comments to a colleague because they look after a person with a disability.

4. Employment procedures
Recruitment and selection
All recruitment and selection will be on the basis of basis of merit alone with no unlawful discrimination.
Employment conditions, facilities and services
Terms and conditions of employment, facilities and services will be offered to employees fairly and, where appropriate, differentials will be on the basis of merit. No discriminatory factors will unlawfully be taken into account.
Part-time and fixed term employees will not be subject to unlawful discrimination in the terms and conditions of employment which they are offered.
The Human Resources Department will consider whether any adjustments should be made to the terms and conditions of employment of employees with a disability to accommodate their condition.
Training, transfer and promotion
Training, transfer and promotion will be offered to staff on the basis of objective criteria, without consideration of factors which would constitute unlawful discrimination.
The Human Resources Department will consider whether any employees with a disability require extra training to accommodate their condition in the work environment.
Staff will be given appropriate training in the implementation of this policy, depending on their role within the Company.
Termination of employment
The Human Resources Department will monitor redundancy criteria and procedures to ensure that they are fair and objective and do not directly or indirectly unlawfully discriminate against employees.
Disciplinary and competence procedures will be carried out fairly and uniformly. If appropriate, reasonable adjustments will be made for employees with a disability in
implementing these procedures. Working environment
All staff working for the Company have the right to be treated with dignity and respect. The Company will take all steps it can to do this. Employees are expected to help prevent discrimination in the workplace.
The Company will not tolerate harassment of fellow workers. Harassment can take the form of verbal abuse, insensitive comments or intended “jokes”, inappropriate emails and other written materials, comments posted on networking websites and inappropriate treatment of colleagues. It can take place in the workplace and outside the workplace. Workers may find a comment objectionable where it does not refer to their own characteristics, but those of another person, for example, a client or a dependent of an employee.
Family friendly working practices
Working patterns will be reviewed, where possible, so as to enable the Company to offer flexible working to staff with childcare responsibilities.

5. No victimisation
Employees will not be victimised for raising complaints of unlawful discrimination or for supporting colleagues who do so.

6. Enforcement
Breaches of this policy will be viewed as a disciplinary matter and may result in dismissal.

7. Monitoring this procedure
The Human Resources Department will review the effectiveness of this policy from time to time.

8. Raising a complaint or reporting an incident
If you have a complaint relating to unlawful discrimination, you should raise it through the Company’s Grievance Procedure.
If you have a complaint relating to harassment, you may first wish to try to address it informally by asking the person concerned to stop or asking a colleague to speak to the person on your behalf. If you prefer to deal with it formally, you should raise it through the procedure set out in the Company’s Grievance Procedure. You are encouraged to contact HR Department for advice and assistance at any point.
If you want to report an incidence of discrimination which you become aware of, without raising a complaint, you should do so to HR Department.

Our business
JDT Utilities are a major utility contractor, primarily providing gas mains renewal and replacement services. We have a wide & varied supply chain and maintain good communications and relations with all.
Our policies
We operate a number of internal policies to ensure that we are conducting business in an ethical and transparent manner. These include:
1.Anti-slavery policy. This policy sets out the organisation’s stance on modern slavery andexplains how employees can identify any instances of this and where they can go for help.
2.Recruitment policy. We operate a robust recruitment policy, including conducting eligibility towork in the UK checks for all employees to safeguard against human trafficking or individuals beingforced to work against their will.
3.Whistleblowing policy. We operate a whistleblowing policy so that all employees know that theycan raise concerns about how colleagues are being treated, or practices within our business or supplychain, without fear of reprisal.
4.Bribery Policy. The purpose of this policy is to establish controls to ensure compliance with allapplicable anti-bribery and corruption regulations, and to ensure that the Company’s business isconducted in a socially responsible manner.
Our suppliers
JDT operates a supplier policy and maintains a preferred supplier list. We conduct due diligence on all suppliers before allowing them to become a preferred supplier. This due diligence includes an online search to ensure that particular organisation has never been convicted of offenses relating to modern slavery. Our anti-slavery policy forms part of our contract with all suppliers and they are required to confirm that no part of their business operations contradicts this policy.
In addition to the above, as part of our contract with suppliers, we require that they confirm to us that:
1.They have taken steps to eradicate modern slavery within their business
2.They hold their own suppliers to account over modern slavery
3.They pay their employees at least the national minimum wage / national living wage (as appropriate)
4.(For international suppliers) They pay their employees any prevailing minimum wageapplicable within their country of operations
5.We may terminate the contract at any time should any instances of modern slavery come tolight.
Our performance indicators
We will recognise the effectiveness of the steps that we are taking to ensure that slavery and/or human trafficking is not taking place within our business or supply chain if:
•No reports are received from employees, the public, or law enforcement agencies to indicatethat modern slavery practices have been identified.
Warning Signs
Be suspicious of counterfeit and fraudulent items if you encounter any of the following warning signs:
1)
Identification Markings
Alterations, wrong size, location, marking method incorrect, smudged or blurred, lot or batch numbers missing, incorrect supplier’s logo
2)
Product Condition
Resurfaced / refinished, evidence of re-work, wrong colour, shape or size, evidence or previous use (used item)
3)
Paperwork / Certificate of Conformity
Accompanying paperwork has poor spelling or grammar, errors or evidence of tampering, missing information or does not relate to the delivered product
4)
Lot Information
Unusual serialisation or reference numbers, lot information missing
5)
Chain of Ownership
Unverifiable traceability to source
6)
Unusual Location
Items delivered from a location differing from previous or from prohibited countries
7)
Low Price
A price significantly lower than historical pricing data or market norm
8)
Availability
Obsolete or scarce items suddenly becoming available
9)
OEM Certification
Unavailable OEM certification or uncertified OEM
10)
Unfamiliar Supplier
Supplier or agent / stockist not known or previously used

All our staff have recieved information and clear guidance provided by the Government, NHS, and the World Health Organisation. We have new COVID-19 safety measures in place and, where required, we’ve adapted working practices to suit. Some of our people shall continue to work across the gas network, with others working from home where possible.

If you’re interested in becoming a member of the team visit our careers page HERE

We are also looking for an experienced NCO 2 Main layer to lead a 2-man team on our day works contract, working from our Dorset depot in Wimborne, Dorset. Covering a vast area including Poole, Bournemouth, Southampton and as far as Lyme Regis and Warminster. These works will support JDT fulfilling contractual obligations in relation to completing deferral projects on time and to the usual high standards we’ve committed to over recent years.