sustainability

Community Investment

Giving back to the community
Instalcom have been awarded the Considerate Contractors Gold Award on numerous occasions over the years. Our most recent award in 2017 was a Highly Commended Gold Award in recognition of the high standards that we met when undertaking work within The City of London.
We are committed to creating life-long relationships with the communities we work in through giving us much back to society as we can.

Volunteering policy
All staff at Instalcom Ltd are covered by our Volunteering policy as we encourage staff to volunteer and assist those who already do so by allowing paid time-off during working hours for charitable/volunteering activities.
By offering time to volunteer our employees are building their confidence, learning new skills and trying new things whilst meeting new people and giving back to the community.
Our target is to have 50% of employees using the volunteering policy by 2020.
Inspiring the next generation

Apprenticeships
We have an established apprenticeship scheme already in place within the organisation.
We currently have a new apprentice mechanical fitter working in our transport work shop who has replaced the previous apprentice after completion of this 3 year programme. We are also looking to take on admin apprentices in our Head Office.

Work based placements / work experience / summer temps
As part of our EDI enhancement programme we are engaging with two local schools. We give talks and presentations, and arrange open days for school visits to our sites. This is part of our corporate responsibility programme, as well as part of our approach to EDI. These presentations are to give a non-gender biased introduction to civil engineering, including the rail sector.
Older pupils will continue to be introduced to our apprenticeship scheme and other employment opportunities within our company. We also look to support local educational initiatives that promote civil engineering as an attractive, non-gender specific career choice.
For the past 3 years we have also recruited summer temps on leave from University across various departments in order to encourage talent to join the civil engineering resource.
As part of our own EDI initiative we intend to build on our current success in work experience for local students. We also intend to increase work experience opportunities, extended to the unemployed, which we currently intend to do through contact with Job Centre Plus.

 

Diversity and Inclusion

Creating valued partnerships
Our focus is on our intent to proactively increase the recruitment channels we use, to ensure that diverse gender, BAME, LGBT and disabled potential candidates are aware of employment opportunities, and that barriers to entry are eliminated. These channels are integrated into our Recruitment Management Plan.

Equality, diversity and inclusion in the workplace
Our vision for EDI is that the behaviour of the organisation and our employees excludes any bias against the Equality Act 2010’s protected characteristics to be exhibited. As part of implementing that vision we are enhancing our EDI initiatives, processes and procedures.

This enhancement has been partly driven by our recognition of the diversity issues within civil engineering, as highlighted by the Institution of Civil Engineers and its Action Plan.

Disabled enabled building
Our Head Office has been designed so that we can eliminate any challenges for our disabled visitors. This includes the instalment of a lift suitable for wheelchair use. Instalcom are also developing a physically challenged support policy for employees who are experiencing long term permanent physical impairment through illness or injury. A member of our staff who experienced a long-term physical condition benefited from the policy, he highlighted to us how the support we provided to him and his family aided his recovery and return to work.

Instalcom actively seek to engage diverse labour and unemployed groups (Including Ex-services personnel)
We are continually looking to enhance opportunities for recruiting ex-service personnel, in which we already have an establish record. 7% of our current workforce are ex-services personnel. Instalcom believe that we have a moral obligation to ex-members of the armed forces and their families.

We already advertise online with The Career Transition Partnership (CTP), the official provider of Armed Forces resettlement. They support leavers from the Royal Navy, Army, Royal Air Force and the Royal Marines at any rank, with resettlement support, career transition advice and training opportunities.

We have also employed three Military Veterans through the charity Building Heroes during 2017. Building Heroes provides skills training and support into employment in the building trades.

Women Returners
Instalcom do not wish to discriminate against women and so it is in our recruitment policy and procedure to not discriminate on a female during the recruitment process based on their status as a mother or prospective mother.

As such, we would never asking probing questions into their family life or any plans to have children in the future and all jobs are offered based on the applicant’s perceived ability to successfully complete the job.

We value our female workers and therefore aim to make our employee’s return to work after birth as smooth as possible. We do so by discussing the plans with them as soon as we are notified of pregnancy.

We respect all employee’s choices with regards to how much of their maternity leave they decide to take but at the same time we encourage them to use the full 52 weeks entitlement if they wish as we think this is the best option for the mother and baby.

Similarly, we encourage employee’s on maternity leave to use up to 10 ‘keeping in touch’ (KIT) days during their maternity leave. KIT days are optional, however we find them useful as it gives us the opportunity to update the employees on current projects and any changes that may have taken place during their leave and we have found that mothers have found them useful too as it allows them to ‘keep in the loop’, making their return to work feel less stressful.