A privately owned building company that was established over 35 years ago and has developed into a well-respected, and trusted general building contractor that specialises in providing a range of building services to a variety of public sector and commercial clients located in Greater London and the Home Counties.
Quality is driven throughout the company by senior management through to site operatives. We hold quality assurance and environmental standards ISO9001 and ISO14001, which means that all of our processes are monitored and audited throughout the project lifetime to ensure that works are carried out in accordance with the specification and agreed standards.
G&L Property Maintenance Ltd strives to be an equal opportunities employer and as such opposes all forms of unlawful and unfair discrimination.
G&L Property Maintenance Ltd undertakes to implement this policy rigorously. All staff will be recruited and developed on the basis of their ability and the requirements of the job or services. We provide guidance and encouragement to staff at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, age, disability, sexual orientation, or religion.
Implementation of equal opportunities policy
It is intended that procedures will be put in place to support this policy, and will include recruitment and selection procedures, sexual and racial harassment policies, job share arrangements etc. In implementing these policies G&L Property Maintenance Ltd will actively:
Ensure that all employees and applicants receive equal opportunity in recruitment, training and promotion
Make certain that the obligations imposed under relevant legislation and Codes of Practice are met and complied with
Utilize those statutory provisions which permit special action to be taken to improve recruitment to areas of work where certain groups are under represented
Ensure that discrimination does not exist within service provision and that organisational services are widely available
Raise awareness and provide appropriate guidance in order to encourage non-sexist and non-racist behaviour towards both the public and fellow employees and to promote an understanding of the issues facing people with disabilities
Constantly monitor and review the success of the policy through statistical analysis of the composition of the workforce and of the recruitment and selection procedure to highlight any problem areas