Equal Opportunities

TDS provides services in an industry which is predominantly a male environment. We have 80 employees across East Anglia with approximately 18% of our operatives from a non white/English background.

The opportunity to employ the non-traditional trades person is still the exception rather than the rule in our region, but the TDS actively look for the opportunity to take advantage of diversity opportunities.

• Women and men valued equally
  Pay and benefits in the TDS are equal, where everyone is treated fairly. In the event that someone feels they are not being treated fairly, they have access to senior managers, who will openly discuss without fear of reprisals.
• Fair treatment
  Women and men get fair treatment, regardless of their sex. Discrimination of any sort will not be tolerated within the company, or by our suppliers.
• Equal choice
  When women and men apply for similar jobs, there are no stereotypes about 'traditional' roles – so there are no jobs it's unusual for a woman or a man to do.
• Equal power
  Women – in their full diversity – are as likely as men to be in positions of power.
• Equal expectations
  Men and women in our organization can expect to be treated with respect to their sex or orientation. If someone feels they have been unfairly treated in any way, they will receive the full backing of the company.

• Equal opportunities
  TDS gives identical opportunity to applications for employment within the group and the same opportunity for progress and advancement once employed. It is our intention to understand and respond to the national statistics in our ethnic mix of employees.

Environmental Policy

We recognise our responsibility to protect and preserve the environment and we are committed to analysing every aspect of our business in terms of impact on the environment and taking positive action. We will endeavor to ensure that all our activities are compliant with the Environmental Protection Act 1990 and that the principals of the Kyoto Protocol are adhered to where appropriate.

To ensure a prosperous, healthy and sustainable future for everyone – including our children and our children’s children – we need to use resources wisely today. TDS encourages all employees to participate fully and positively in its environmental policy. This policy is a genuine commitment to improving our working practises, with the intent of providing a cleaner and more responsible attitude toward materials, waste and noise.

Our goal is to achieve continuous environmental improvement. We will comply with all current legislation and, where possible, act in anticipation of future environmental legislation.

We are committed to continuous review, evaluation and improvement of our programme. This includes setting targets, and monitoring and reporting on progress towards meeting them.

Our Environmental policy is endorsed by our Managing Director, and is communicated to all our employees and made available to our suppliers. This policy is reviewed annually and updated where necessary. It forms the basis for setting environmental improvement objectives that influence the way we do business.

Diversity

The TDS Equal Opportunities policy provides that all eligible people must have equality of opportunity for employment and advancement based on their suitability for the work.

TDS recognise all government policies which combine to offer fair treatment to all.

There will be no unfair discrimination on the basis of age, disability, gender, marital status, sexual orientation, religion or belief, race, colour, nationality, ethnic or national origin, working pattern, employment status, gender identity (transgender), caring responsibility or trade union membership.

The TDS Group recognises the opportunity for personal choice and the need to respond positively to changing needs. Diversity is closely linked with a regions economic and demographic trend. As a successful partner, we understand the need to deliver a positive implementation of Equal Rights and Equal Opportunity.

• A senior member of the TDS team is responsible for any issues surrounding the implementation of these policies, where and when appropriate.
• All staff are briefed on a regular basis on the meaning and intention of these policies. In the event of new staff being appointed, they will be subject to an induction process that includes Equal Opportunities and Equal Rights sessions.
• At the outset of this contract, all staff will be given a specific brief as to their responsibilities of respect and compliance.
• To better understand the demographic considerations in the region, we have already established a profile of the ethnic mix in Peterborough and the surrounding area. This will form the basis of developing any relevant tenant information and communication strategies.
• From these statistics, we can establish the broad resources required to develop translated tenant communications. Where appropriate, possibly in the case of the Housing Liaison Officer, we can advertise the post with second language if appropriate.
• We will maintain our policies of using positive images of diversity, in any communication with stakeholders.