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Police preferred specification
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The Company |
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 Homesafe
Doors (Part of Intron Ltd) specialise in the volume manufacturer of
high specification composite doors. We have one clear aim - to gain
recognition among our customers as giving the very best value
for composite doors.
Since the company was established, it has sought to exceed the
expectations of the marketplace in product performance, flexible
supply and structuring mutually beneficial long term supply
agreements with both customers and suppliers.
Over the years, demands on the performance of residential doors has
changed significantly. Homesafe's determination to maintain its
market leading status has ensured it changed with the times, being
one of the first door suppliers to meet the demanding PAS 23 and PAS
24 door standards along with the coveted police "Secured by Design"
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Investment |
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 Substantial
investment in the Homesafe workforce and in state-of-the-art
manufacturing facilities have ensured that increasing demand from a
growing customer base can be accommodated efficiently.
The recent addition (September 2003) of a new factory now gives us
47,000 sq ft of manufacturing and office space with potential capacity
for 1,000 doors per week. Door frames, door leaves and many of the
component parts are produced and assembled on site. Once ready, a
dedicated fleet of vehicles ensures that your doors are delivered direct
to their destination without risk of damage.
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Meeting Your Needs |
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 Whatever
the scale of your project and whatever your specific door needs, you can
be assured that you will receive the very best service and value for
composite doors from Homesafe.
Homesafe - The Leading name
Homesafe - The Number one choice
Homesafe - The Best value for composite doors |
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Key Features |
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Dedicated to volume
manufacture of Composite Doors.
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All doors built to survey
not cut to size
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Traditional Rimlatch or
Multipoint lock options
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No paint used - truly
maintenance free
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Unique patented glazing
system makes reglazing easy
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PAS 23 and PAS 24 Tested
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Secured by Design
Specification
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Fire doors available
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Side panels available
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Part L and Part M
compliant
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Policy on Diversity & Equality
1. Statement on Policy for Diversity
We believe that our purpose, aims and values will be best
achieved if we recruit staff at all levels of responsibility based
solely on their ability and experience. We aim to make full use of
the talents and resources of everyone within our community. Equal
Opportunities’ refers to the elimination of unlawful and unfair
discrimination against particular groups, e.g. people from ethnic
minorities, people with disabilities and women. ‘Diversity’ refers
to the broad range of visible and non-visible differences that
characterise people. Some of these qualities include age, race,
colour, nationality, ethnic or national origin, disability, sexual
orientation, gender, marital or parental status, religion, HIV/Aids
carriers, ex offenders, political belief or socio-economic
background. By understanding, respecting and using these
differences, we recognise that we can maximise our success as a
leading business. We are communicating this policy to all our staff.
2. Statement on Policy for Equal Opportunities
We are fully committed to eliminating discrimination and actively
promoting the equality of opportunity for our staff in line with our
Policy. We believe that where equality of opportunity exists, all
staff work in a more rewarding and less stressful environment, one
where prejudice and harassment are not accepted, and one more likely
to enhance performance and achievement. We will seek to promote and
maintain an inclusive and supportive work environment that assists
all employees to achieve their full potential. Our policies and
procedures in relation to employees will treat individuals solely
according to their ability to meet job requirements. We aim to
promote fairness in all aspects of employment – such as recruitment,
training, promotion, termination and pay. We will ensure that we
comply with all legislation and good practice by introducing,
implementing and regularly reviewing policies and procedures.
3. Statement on Policy for Promoting Race Equality
We are fully committed to the promotion of equality and our
commitment is strengthened by this specific policy on race equality.
We aim to: Promote equality of opportunity and eliminate unlawful
racial discrimination across all areas of the Company’s activity,
including: • Recruitment • Pay • Staff development • Discipline •
Career progression Racial harassment is defined as any form of
behaviour that has the effect of intimidating, humiliating,
ridiculing and / or undermining the confidence of a person or group
of people due to their colour, nationality or ethnic group. Examples
may include: oral or physical abuse, derogatory comments and/or
jokes, written abuse including graffiti, the display of offensive
material and different treatment. We expect each individual within
the Company to show respect for others irrespective of their
culture, ethnic or religious background, to report incidents of
racism to an appropriate person and to be prepared to act as a
witness for any racist incident that they may experience. To meet
our specific duty on employment we will: • Collect ethnic monitoring
data in relation to employees on recruitment, training and
promotion. • Analyse the data to find any patterns of inequality. •
Take necessary action to remove barriers and promote equality of
opportunity. • Make the information generally available
4. Responsibility for Equality and Diversity
The Managing Director has ultimate responsibility for ensuring
that the Company policy is fully implemented. Company Directors and
Managers have a duty to ensure that the Company’s equal
opportunities policies in respect of employment are implemented
within their sphere of activities and responsibility.
All employees, contractors and visitors to our premises have a
responsibility to adhere to this policy at all times in the course
of their day-to-day activities. Staff have a personal responsibility
to attend designated training sessions to keep abreast of equality
legislation. We recognise that failure to treat others with dignity
and respect need not be deliberate and that wounding remarks may be
made quite unconsciously and unintentionally as a result of
ignorance or lack of imagination. Nevertheless, any behaviour or
actions contrary to this policy will be considered serious
disciplinary matters and may, in some cases, lead to dismissal.
5. Personal Records
We will comply with the requirements of the Data Protection Act
1998. In order to ensure the effective operation of our policy (and
for no other purpose) a record will be kept of gender, racial origin
and disability of all employees and job applicants. We will
regularly audit for accuracy of these records. The records will be
analysed regularly and appropriate follow-up action will be taken
where there is any evidence of discrimination.
6. Procurement & Sub Contracting
We aim to comply with the general duty to promote race equality
in our relevant procurement functions that are contracted out to a
company. We aim to send a summary of our equality and diversity
policies out with documentation and will review whether existing
arrangements meet the general and specific duties.
7. Implementation of Equality and Diversity Policies
We will ensure that all staff, employees and as far as possible,
others associated with the Company are informed of the policies and
their responsibility with respect to implementation. The means of
doing so include: • Awareness training to all employees, via a
cascade of information within every department and section. •
Appropriate training provided for those persons responsible for the
implementation of the policy. • Specific training provided for those
responsible for recruitment, selection, promotion and appraisal. •
Copy of policy to be discussed with new employees during induction.
8. Monitoring
We aim to assess the impact of our Diversity & Equality policy by
monitoring as follows:
Collecting, analysing and monitoring data on staff with regard to
recruitment, training, promotion and re-grading, complaints and
termination.
9. Complaints
All employees who believe they have been discriminated against
have the right to make a complaint. Normally the matter should be
raised informally in the first instance with their immediate
supervisor, manager or director.
If the complaint is not resolved to their satisfaction,
individuals should make a formal complaint in writing.
Making a complaint does not prejudice an individual’s right to
make use of other procedures, including the harassment or grievance
procedures, nor their statutory right to complain to an Employment
Tribunal or to involve the Commission for Racial Equality, Equal
Opportunities Commission, Disability Rights Commission Department,
or any other appropriate external body.
Any individual found to be in breach of this policy, either
deliberately or inadvertently, may be subject to disciplinary action
in accordance with our disciplinary procedures.
We aim to protect anyone who makes a complaint, or who acts as a
witness, under these procedures from victimisation.
10. Review
The Company’s policy statement on Equal Opportunities will be
reviewed on a regular basis to ensure that it continues to reflect
good practice and current legislation ie., Sex Discrimination Act
1975, Race Relations Act 1976, and as amended 2000, Equal Pay Act
1970, Disability Discrimination Act 1995. The Equal Opportunities
Advisory Sub-Committee on a regular basis will also review the
Diversity strategy and action plans. The policy document was last
reviewed on 13th September 2004
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