Wood Group Policy. March Equal opportunities. Energy Supporting Energy
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1 Wood Group Policy March 2013 Equal opportunities Energy Supporting Energy
2 Contents 1.0 Purpose Scope Responsibilities Definitions Discrimination Breaches of the policy Legislation Communications and contacts Purpose Wood Group s Policy is to treat all personnel (and potential personnel) in a fair and consistent manner and not to discriminate unlawfully on the basis of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnicity or national origin, disability, age, pregnancy or any other status or basis protected by law ( the grounds of discrimination ). Wood Group embraces the diversity of its workforce and would expect all personnel to respect their colleague s differences. All personnel should expect to be treated fairly and with dignity. The Company shall appoint, train, develop, and promote on the basis of merit, ability and suitability for work only. The Company will not tolerate any form of unlawful or unfair discrimination or harassment. Failure to comply with this Policy may lead to serious financial implications for Wood Group Companies and disciplinary implications for Wood Group Personnel. 2 Wood Group PEO/B/2.2 March 2013
3 2.0 Scope This Policy will apply to Wood Group Personnel engaged by Wood Group Companies worldwide. The following persons will be deemed to be Wood Group Personnel: Directors and Officers of Wood Group Companies Employees of Wood Group Companies Contractors and Consultants engaged by Wood Group Companies The following legal entities will be deemed to be Wood Group Companies (whether corporations, limited partnerships or other business structure): John Wood Group PLC Subsidiaries of John Wood Group PLC Joint venture companies or consortia which are under the day to day management of John Wood Group PLC or a subsidiary of John Wood Group PLC. Thereafter in this Policy the legal entities described above may be referred to as the Company. This Policy is intended to assist in promoting best practice across Wood Group and is an internal document. It does not give third parties the right to audit compliance or to pursue Wood Group on the basis of the matters set out in this Policy. It does not form part of any contract of employment. 3.0 Responsibilities All Wood Group Personnel are responsible for their individual compliance with the terms of this Policy. All Managers have a duty to ensure that equal opportunities exist in work areas for which they are responsible, and are responsible for ensuring that they observe the Policy in the treatment of their personnel. Managers have a further responsibility to explain the Company s Policy to their people and to take steps to promote the Policy. Group Directors are responsible for ensuring that all Wood Group Personnel are informed about the Policy and that it is understood and followed throughout their respective companies. 4.0 Definitions All Wood Group Personnel, whether full-time, part-time or temporary, will be treated fairly and with dignity and respect. Selection for employment, promotion, training or any other benefit will be made on the basis of merit, ability and suitability. It is the Company s desire to encourage all personnel to develop to their full potential and to ensure that the talents and resources of the workforce are fully utilised to maximise the efficiency of the organisation. The Company is committed to: Equality in the workplace. Creating an environment in which individual differences and the contributions of all our personnel are recognised and valued. Ensuring that all personnel work in an environment that promotes dignity and respect to all and that does not tolerate intimidation, bullying or harassment. Ensuring that training, development and progression opportunities are available without regard to any of the grounds of discrimination. Reviewing all our employment practices and procedures, remuneration and benefits to ensure fairness. Ensuring that breaches of this Policy will be regarded as misconduct that could lead to disciplinary proceedings. Further the Company embraces diversity in our workforce, ensuring we have a workforce that provides us with a wide range of resources, skills, ideas and energy. Embracing diversity means the Company will acknowledge, understand and appreciate the differences between individuals in developing a workplace that develops, benefits and enhances their value. PEO/B/2.2 March 2013 Wood Group 3
4 By managing diversity, the Company will benefit in a number of ways, including: Improving opportunities within the organisation through internal promotion. Utilising the knowledge of different members of the community. Understanding market segments and consumer behaviour. Becoming an employer of choice. Having a more representative balanced workforce. Valuing and respecting personnel, attracting and retaining a wider talent pool. 5.0 Discrimination The Company will not tolerate discrimination, including discrimination on the grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability, age, pregnancy or any other status or basis protected by local, national or international law. Discrimination can take the form of direct or indirect discrimination and it may occur intentionally or unintentionally. Direct discrimination occurs when someone is put at a disadvantage for a reason related to one or more of the grounds of discrimination set out in this Policy. Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of one of the grounds of discrimination set out in this Policy. The Company is opposed to discrimination in advertisement of jobs, recruitment, training, conditions of work and pay and all other aspects of employment. 6.0 Breaches of the policy 6.1 The Company cannot eliminate discrimination unless it is made aware that it is happening. Any person who believes that he/she has been subject to discrimination is encouraged to raise it with their Line Manager or the HR Department. If you believe that you may have been disadvantaged on any of the unlawful grounds listed in this Policy you are encouraged to raise the matter with your Line Manager or the HR Department. Depending on the circumstances the matter may be dealt with through the Company s Harassment Policy [WGP-006]. Allegations regarding potential breaches of this Policy will be treated in confidence and investigated in accordance with the relevant procedure. Wood Group Personnel who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations of a breach of this Policy which are found to have been made in bad faith will, however, be dealt with under the employing Company s Disciplinary Procedures. 6.2 If, after investigation, any Wood Group Personnel are proven to have discriminated against on any of the grounds of discrimination set out in this Policy, they will be subject to the employing Company s Disciplinary Procedures. In serious cases, such behaviour may amount to gross misconduct and result in summary dismissal. 6.3 This Policy applies equally to Wood Group Personnel s relations and interaction with clients, customers and suppliers as well as all visitors to Wood Group s premises. 7.0 Legislation The Company will endeavour to meet all statutory obligations under the relevant and applicable legislation. 4 Wood Group PEO/B/2.2 March 2013
5 8.0 Communications and contacts The contact details for the Equal Opportunities Policy are as follows: Sue MacDonald Group Head of Human Resources 15 Justice Mill Lane Aberdeen AB11 6EQ Tel Alan G Semple Group Finance Director Wood Group Management Services Inc Katy Freeway, Suite 300 Houston, Texas Tel [email protected] Robbie Brown Group Head of Legal 15 Justice Mill Lane Aberdeen AB11 6EQ Tel [email protected] Martin J Mcintyre General Counsel - Americas Wood Group Management Services Inc Katy Freeway, Suite 300 Houston, Texas Tel [email protected] Sarah Macrury Regional Counsel Asia Pacific John Wood Group PLC 100 Beach Road #28-09 Shaw Tower Singapore Tel: [email protected] CaSandra Rogers HR Director Wood Group GTS 6225A North Sam Houston Parkway West Houston TX Tel: [email protected] PEO/B/2.2 March 2013 Wood Group 5
6 Wood Group 15 Justice Mill Lane Aberdeen AB11 6EQ UK Tel Katy Freeway Suite 300 Houston TX Tel TEXT VERSION Safety Social & Assurance Relationships People Innovation Financial Integrity CONVERTED TO PATHS TEXT VERSION CONVERTED TO PATHS Safety & Assurance Relationships Social People Innovation Financial Integrity TEXT VERSION Safety Social & Assurance Relationships People Innovation Financial Integrity CONVERTED TO PATHS
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