*
Equality and Inclusion
Equality Action Plan (EAP)
Contractor name
Veolia Environmental Services
Page 1 of 13
*Prepared by CLM Delivery Partner Limited
An Equality Action Plan (EAP) explains how the company will deliver equality and inclusive objectives. It includes expected outcomes and the tasks
that need to be completed in order to meet legal and best practice standards. The plan also includes targets and other measures of progress,
timescales and identifies who is responsible for completion of each element.
The EAP is directly related to the requirements set out in the Works Information and the template, mirroring the ODA’s baseline assessment
approach, is set out in five sections:
1. Leadership
2. Governance
3. Making a Difference
4. Legal Obligations
5. Monitoring
How equality and inclusion is promoted through the company
The structures, mechanisms and procedures in place to manage the promotion of equality
What the organisation does to ensure it has a real impact on its business and in the community
What the company does in meeting its legal requirements
What the company measures to ensure its practices are fair and effective
Goals
Once the baseline assessment has identified areas in which actions are to be set, the template can be used by companies to identify activities
against a range of overall aims or goals. The relevant aim or goal, from the list compiled below, can be selected and inserted into the template
and tasks etc added to suit. It is not envisaged that a plan will include activity against every section or goal, only those that are agreed at the
conclusion of the baseline assessment process. NB an example is shown on the first page of the template below.
Leadership
1. Our management team will demonstrate a real commitment to equality
2. Our Subcontractors will fully understand, and buy into, our approach
3. Our people will fully understand, and buy into, our approach
4. The training we provide will equip our project people to handle internal and external diversity
Governance
5. Our processes and procedures will create the right working environment
6. We will adopt the ODA’s equality and diversity strategy
7. We will measure our performance and strive to improve
Making a difference
8. Our procurement processes will offer opportunities to companies we choose on merit, whilst recognising the value of supplier diversity
9. We will listen and respond to the views of our staff, our subcontractors, our stakeholders and our customers
10. We will engage with communities in order to communicate employment and business opportunities
Legal Obligations
11. Our policies will be fit for purpose and are implemented fairly and effectively
12. We will aim to tackle occupational segregation and other barriers to employment in the construction sector
Monitoring
Page 2 of 13
13. Our monitoring arrangements will be holistic in scope and application; the results will add value to our profile
14. We will quality assure our data monitoring process so that it is accurate, relevant and secure
Guidance notes
- For Equality & Inclusion to be a success, it needs to be embedded so it becomes business as usual and is not seen as an add-on. This will
enable a company to have a greater impact in equality and inclusion and therefore reap the benefits of a diverse organisation and also help
improve business opportunities through providing examples of excellence in tendering processes
- Any company that wants to increase its customer base, and draw on the widest pool of talent, needs to reflect the diversity of the wider
community, the plan should include an objective to help achieve this
- Senior managers need to take ownership of each EAP objective and reinforce its key messages at appropriate opportunities
- This high level ownership extends to all internal policies and procedures for example those used in relation to recruitment, retention, training and
development and promotion
- Measuring impact is important to help track progress and show how the successful management of equality and inclusion improves business
performance. Monitoring of workforce data and recruitment processes will provide the information required to measure and monitor progress
- The quality of data is key to effective monitoring, the plan should include an objective that assures the reliability of information
- Equality targets- research has shown that putting equality targets into plans help to focus activity – what gets measured gets done
- The EAP is owned by the company that devises it. Delivering it successfully, should mean that it is integrated into the organisational culture.
The plan should be kept updated and progress reported in the fashion agreed with the ODA.
- The EAP should be used as a learning tool. It is possible that not every task that is included will lead to the outcomes that are sought.
Companies should learn from what works effectively as well as what is less effective
- To help in determining progress, it is suggested that an objective about management of the plan be included.
- Effective practice also sees regular reports on E & I progress, featuring at top level performance meetings.
Page 3 of 13
Leadership
Goal: 2. Our Subcontractors will fully understand, and buy into, our approach
4.The training we provide will equip our project people to handle internal and external diversity
3. Our people will fully understand, and buy into, our approach
Objective
Task
Timescale
The company employs qualified or
experienced practitioners,
specifically working to promote
equality.
May 2009
1. Investigate if a specialist
practitioner to promote equality within
the VES business is sustainable or is
already under the control of another
division.
Responsibility
Ian Williams –
Natasha
HR Veolia
July 2009
The company already has an equality Build upon the diversity policies in
place and undergo a review of the
action plan or strategy.
overall diversity strategy as no
specific policy is in evidence. Use the
ODA framework as a guideline
Campus Veolia
The company dies have a diversity
training programme
The course material to be shown to
the ODA E&I team for review and
best practice purposes
May 2009
Asses the use of E&I slides into VES Jan 2009
The local management team
encourage \E& I policies on site to all Olympic park site induction
staff and contractors
Page 4 of 13
I Williams – S
Elshaw
Governance
Goal: 5 Our processes and procedures will create the right working environment
7. We will measure our performance and strive to improve
Objective
Task
The company does have a procurement
strategy and supplier inclusion policy
Review the procurement structure
and policies with the ODA E&I team
to promote and share best
procurement practices
The company monitors the performance Provide evidence of procurement
scorecard system and case studies
of the supplier engagement process
of use in the IMS business
and reviews the scores practically and
equally
Page 5 of 13
Timescale
Responsibility
April. may 2009
IW and Mark
Townsend
TBC
IW / MT / LS
Making a difference
Goal: 8. Our procurement processes will offer opportunities to companies we choose on merit, whilst recognising the value of supplier diversity
9. We will listen and respond to the views of our staff, our subcontractors, our stakeholders and our customers
Objective
Task
Timescale
Responsibility
The company does have a procurement
supplier rationalisation programme &
database.
Engage with ODA on the use of
Compete for database and the
potential for the wider VES
TBC
Katie G – M
Townsend
Attend the meet the buyer forums
and actively pursue genuine
opportunities for inclusion in line with
VES procurement policies
June 2009 &
TBA
M Townsend &
Lloyd Sutton
IMS and VES businesses can use local
suppliers
Page 6 of 13
May 2009
VES on the Olympic site will assess
the opportunities for local business to
provide services
Danny Turner
Legal obligations
Goal: 10 We will engage with communities in order to communicate employment and business opportunities
Objective
Task
Timescale
Responsibility
A community engagement programme
exists which is clearly linked to
company recruitment & supplier
processes.
VES will asses and communicate the June 2009
community engagement policies and
procures and assess the necessity
for improvement or wider adaptation
Lily Federico &
Natasha Liedl
VES - IMS have a policy to engage with
local suppliers and recruiters to full
asses the local opportunities for
inclusion
Local VES mangers will regularly
liaise with ODA / CLM E&I
representatives to asses the
opportunities for inclusion
Ongoing
Danny Turner
The company will engage with the
supplier local forums
Meeting of minds forums to be
attended and presented to by VES
management team
Feb 2009
Ian Williams
Page 7 of 13
Monitoring
Goal: 13. Our monitoring arrangements will be holistic in scope and application; the results will add value to our profile
Objective
Task
Timescale
The Client’s Employment and Skills
Strategy is fully implemented
all employees have access to a
Grievance and Complaints procedure
VES will manage contract CSR
(community engagement) activity
Page 8 of 13
Responsibility
D Turner
Emma Bristow
VES to proactively work with tier 2
contractors and the Client and its
stakeholders to assure an agreed
number of apprentices gain access
to opportunities
Ongoing
All contract job vacancies will be
communicated to the Client’s
relevant staff
Ongoing
VES to monitor and manage all
contract employment activity
including work placements
Ongoing
D Turner
VES to monitor all grievance and
complaints taking place in relation to
the contract workforce
Ongoing
D Turner / J
Waldron
D Turner
Emma Bristow
– Ted Hibbert /
Kate Lightfoot
ODA
VES will use the monitoring process Ongoing
and the appropriate forum to address
recurring trends / organisational
issues associated with grievance and
complaints
Natasha Liedl
Ongoing
Natasha Liedl
Manage the level of CSR activity
carried out under Client (ODA)
coordination
VES will drive E & I activity amongst all
tier 2 contractors through dialogue,
discussion, initiative and information
Page 9 of 13
VES will actively support the Client’s
(ODA) CSR activity
Ongoing
Coordinated by
Natasha Liedl
VES will ensure all tier 2 contractors
provide agreed diversity awareness
training for their employees,
July
D Turner /
James
Waldron
VES to convene an E & I Forum (as
part of a H & S forum or as a stand
alone body)
Monthly
James
Waldron
VES to implement an audit process
to monitor tier 2 contractor
performance in relation to E & I and
Employment Activities
July
D Turner / I
Williams
EAP ownership
Company nominee (name)…Ian Williams / Danny Turner……………………………………………………………………………………………………..
Signature………………………………………………………………………………………………………………………………………………………………..
Date of signature..............................................................................................................................................................................................................
ODA
Accepted by (name) …………………………………………………………………………………………………………………………………………………..
Signature…………………………………………………………………………………………………………………………………………………………………
Date………………………………………………………………………………………………………………………………………………………………………..
Plan progress
Please use the action log below to capture activity in relation to each goal. This template allows for an assessment of progress using the red,
amber, green system.
Page 10 of 13
Action log
Equality and Inclusion
Log Title :
Equality Action Plan Activity
Date:
3rd April 2009
Action No
1
2
3
Key to status
Green – on track for delivery
Amber – challenging timescale or status
not known
Red – unlikely to be delivered
Goal 2
Activity
What’s happening
Who accountable
Date due
Status
Promote the VES procurement system
VES to evaluate local sup[pliers
IW & Mark T
June 2009
Amber
VES Diversity training course
Campus to supply material for ODA
review
J Munton
May 2009
Green
E&I Induction material
Insert in to VES Olympic Induction
IW – S Elshaw
Jan 2009
Green
Activity
What’s happening
Who accountable
Date due
Status
Diversity strategy
VES HR to review detail
IW – E Bristow
June 2009
Amber
E&I Induction material
Insert in to VES Olympic Induction
IW – S Elshaw
Jan 2009
Green
Activity
What’s happening
Who accountable
Date due
Status
VES procurement policies
Communicate to ODA for review
M Townsend
May 2009
Green
4
5
6
Action No
1
2
Goal 4
3
4
5
6
Action No
1
Goal 7
Page 11 of 13
2
3
4
5
VES Procurement process
Assess local suppliers
D Turner – M
Townsend
June 2009
Amber
Procurement scorecard
Communicate operation and case
studies
IW - MT
June 2009
Green
Meet the Buyer
VES to attend forum
Lloyd Sutton – MT
June 2009
Green
Engage with Local suppliers
Contract Manager is looking at
opportunities that may exist for local
supplier on the VES Olympic site
Dan Turner – S
Elshaw
July 2009
Amber
Activity
What’s happening
Who accountable
Date due
Status
Community engagement
VES will report on the community
engagement programmes already
underway and will asses the level of
support available ot the ODA
opportunities
Lily Federico &
Natasha Liedl
April 2009
Amber
Meeting of minds forum
VES to attend and advise at the
meeting of minds small business
forum at canary Wharf –
Ian Williams – Emma Feb 2009
Bristow
Green
Supplier and employment meetings with
ODA
VES Olympic park managers will
regularly meet with ODA
representatives to discuss E&I
policies and goals
Dan Turner – Ian
Williams
Green
6
Action No
1
2
3
Goal 10
4
5
6
Page 12 of 13
Ongoing
Action No
1
2
3
4
5
6
Goal 13
What’s happening
Who accountable
Date due
Status
Apprentice Recruitment
Admin recruitment underway the job
specification and timescales to be
establishes – Emma Bristow heading
up for VES with D Turner contract
Manager- Other Apprentices will be
discussed as volumes increase
Dan Turner / Emma
Bristow
May 09
Amber
VES Olympic Park Recruitment opportunities
All site opportunities to be reported to
the ODA employment team Ted
Hibbert and Kate Lightfoot – A
number of opportunities have been
already discussed with the team.
D Dan Turner /
Emma Bristow
Ongoing
Green
CSR Engagement
The CSR team from Veolia house will
be coordinating all E&I CSR
engagement with the ODA – (all non
direct operational information) –
Natasha and lily attended 9th march
Forum has attended the
Natasha Liedl – Lliy
Federico
March Ongoing
Green
Diversity Training
All site operators to undergo VES
Diversity training programme
Dan Turner – James
Waldron – Campus
Veolia
July
Amber
Monitor tier 2 contractors for E&I
employment activities
All of the VES tier 2 contractors will
be off the Olympic site and will mainly
be VES operations in and around
London and the south – IW and DT
will implement a contractor checklist
to determine the E&I policies
D Turner – I Williams July
Green
E&I as part of H&S communications
James Waldron has introduced an
E&I agenda section into his Bi weekly
H&S forums with staff on site
J Waldron
Green
Page 13 of 13
April