Our strategy is to run a recruitment business with strong client relationships that deliver sustainable profitable performance.
We have an established name in the industry, providing quality service to our customers and candidates alike and in line with this seek continual improvement across all areas to ensure the continued success of the company. The key to delivering against our strategy is to have the right culture and people in place and nurturing and developing that talent accordingly. We focused on developing an environment where responsibilities and accountabilities are clearly defined and people are challenged and rewarded for outstanding performance.
We aim to cover the following areas when managing and making business decisions and consider the impact that they may have of each group
As our business grows and the future impact of our actions grow with it, then this statement should be reviewed to incorporate them.
PD Recruitment’s quality policy is to achieve sustained, profitable growth by providing services which consistently satisfy the needs and expectations of its customers.
This level of quality is achieved through procedures that reflect the competence of the Company to existing customers, potential customers, and independent auditing authorities.
Achievement of this policy involves all staff, who are individually responsible for the quality of their work, resulting in a continually improving working environment for all. This policy is provided and explained to each employee by the Managing Director or Quality Manager.
To achieve and maintain the required level of assurance the Managing Director retains responsibility for the Quality System
The objectives of the Quality Assurance System are:
- To achieve and maintain a level of quality which enhances the Company's reputation with customers.
- To ensure compliance with relevant statutory and safety requirements.
- To endeavour, at all times, to maximize customer satisfaction with the services provided by PDR Solutions
Equal Opportunities Policy
PD Recruitment Solutions Limited recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation
Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.
This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
Training, development and progression opportunities are available to all staff.
To promote equality in the workplace which we believe is good management practice and makes sound business sense.
We will review all our employment practices and procedures to ensure fairness.
Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
The policy will be monitored and reviewed annually
Responsibilities of Management
Responsibility for ensuring the effective implementation and operation of the arrangements
will rest with the Chief Executive. Directors / Managers will ensure that they and their staff
operate within this policy and arrangements, and that all reasonable and practical steps are
taken to avoid discrimination. Each manager will ensure that:
- all their staff are aware of the policy and the arrangements, and the reasons for the policy;
- grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
- proper records are maintained.
Human Resources / Head Office will be responsible for monitoring the operation of the policy
in respect of employees and job applicants, including periodic departmental audits.
Responsibilities of the Staff
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the
attitudes of staff are crucial to the successful operation of fair employment practices. In
particular, all members of staff should:
- comply with the policy and arrangements;
- not discriminate in their day to day activities or induce others to do so;
- not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
- ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
- inform their manager if they become aware of any discriminatory practice.
Third-party harassment occurs where a Company employee is harassed, and the harassment
is related to a protected characteristic, by third parties such as clients or customers.
PDR will not tolerate such actions against it’s staff, and the employee concerned
should inform their manager / supervisor at once that this has occurred.
PDR will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
Related Policies and Arrangements
All employment policies and arrangements have a bearing on equality of opportunity. The
Company policies will be reviewed regularly and any discriminatory elements removed.