Equality, Diversity & Inclusion

Equality, Diversity & Inclusion are cornerstones of a fair working environment that promotes respect and dignity in the workplace. The Equality Act 2010 provides protection against discrimination of ‘protected characteristics’: age, disability, gender reassignment, race, religion, gender, sexual orientation, marriage, civil partnership and pregnancy/maternity. Carnell goes beyond it’s legal obligations and cascades these principles through recruitment, and customer service to everything else it does on a daily basis.

MODERN SLAVERY

We consider any form of slavery and human trafficking to be abhorrent and are committed to acting with integrity and appropriate transparency in our business dealings.

The firm is committed to the highest standards of social and environmental responsibility and ethical conduct. We are also committed to developing effective systems and controls to safeguard against any form of slavery or human trafficking occurring within our organisation or in our supply chains.

If you have any concerns surrounding the practice, contact the National Modern Slavery Helpline on
08000 121 700

> View our Modern Slavery Statement

ALL WAYS EQUAL

We celebrate diversity. We make the most of our differences because they make us stronger.

Every one of us has a unique perspective, shaped by factors such as our background, education, gender, culture, race, age, sexual orientation, religion or beliefs, and disability.

It’s vital we make decisions that reflect those diverse needs, and build an inclusive organisation. We are all entitled to live free and equal.

Equal. Diverse. Inclusive.

We call upon all communities to be tolerant, to reject prejudice… to ensure freedom and equality.
MALALA YOUSAFZAI

EDI CHAMPIONS

The company takes it’s EDI responsibilities seriously, and has undertaken a review to ensure that we are fully compliant with our responsibilities:

• Our Equal Opportunities, Dignity at Work, and Whistle Blowing policies have been reviewed and made easier to access through the employee portal

• The company has signed up to the CIHT Diversity & Inclusion Charter

• External training on equality issues has been carried out with ACAS, and Carnell have worked with Highways England to scope out ‘what excellence looks like’

• Carnell regularly undertakes a survey, along with Highways England, as part of a joint aim to extend diversity in our industry.

Our EDI Champions are Conal Neafcy and Lucie Clarke. They are leading the initiative for Carnell to have a best-in-class approach on this key issue. A regular internal newsletter has helped to develop awareness of EDI (as well as employee health), and keeps employees up to date with what we are working on, to continue the cycle of self-improvement. Please contact either Lucie or Conal with any problems, queries or suggestions.

> View our Dignity at Work Policy
> View our Equal Opportunities Policy

GENDER PAYGAP REPORTING

The company is pleased to present it’s first gender pay gap report in 2019, for the relevant period ending with the ‘snapshot date’ 5th April 2018.

The company notes that the results presented on the headline gender pay gap statistic are somewhat contradictory between mean and median; this reflects that the company employed 262 people on the snapshot date, which whilst over the reporting threshold, is still a small enough number that anomalies will arise relating to small numbers of relatively highly paid employees. However, the company takes the view that the gender paygap in favour of females (mean), and in favour of males (median) presents a balanced picture that reflects the company’s committment to equality.

Pay structures in the business are fundamentally different for weekly paid site based workers and monthly paid staff; site based workers make up the majority of the workforce (almost 71% at the snapshot date), and their pay structure includes enhancements for night work; overtime is also regularly paid. Monthly paid (non-site) workers will not typically benefit from either of these pay enhancements, but are incentivised on performance using performance related pay/bonus. As females are more highly represented in our staff headcount than in our safety critical site work, this results in a ‘bonus gap’ that moves significantly in favour of females.
This is not a gender based gap, but rather a reflection of the composition of the workforce between site based and staff

In summary, the business believes that the statutory reporting on gender paygap reflects positively on what we believe to be a balanced and fair approach to employee remuneration; the business also remains committed to monitoring movements in gender paygap, and ensuring that equality of opportunity and fairness in pay remains embedded in the culture of the business both in recruitment and in promotion.

Conal Neafcy
Finance & HR Director
Carnell Support Services Limited

> Download our Gender Paygap Report 2019

ALL WAYS FAIRER

We recognise that our activities impact on our people, our customers, and the communities in which we operate.

At Carnell, we are committed to considering the needs of others; we not only demand consideration and tolerance from ourselves, but we actively seek to communicate, promote and embed these values throughout our supply chain, and throughout our industry.

Fair. Inclusive. Respectful.

The time is always right to do what is right.
MARTIN LUTHER KING