Corporate Social Responsibility & Sustainability – Our Mission Statement
At Donegan Civil Engineering we are committed to developing our business responsibly, minimising our impact on Society and the Environment and improving staff and consumer relations.
We work with all our stakeholders to understand their needs and support their policies and to promote good practice in Corporate Responsibility through these relationships.
Corporate Responsibility is the Responsibility of all members of the Donegan Team it is not just the right thing to do – it enhances one of our business’s most valuable assets –our reputation and we aim to develop key areas and improve relations with ALL stakeholders by promoting the following goals.
Climate change & Energy
- Reducing CO₂ emissions
- Reducing water consumption
- Reducing waste to landfill
- Reducing packaging consumption
- Reducing business travel
- Increasing energy efficiency on site and in offices
- Improving consumer satisfaction
- Setting Key Performance Indicators
- Involvement in the local community
- Supporting local initiatives and Community projects
- Staff involvement
- Community engagement
- Providing employment for local people
- Employee Relations
- Equality & Diversity
- Training and development
- Staff retention
- Management development
- Health & Wellbeing
- Competitive benefits
- Reducing AFR and improving Health & Safety Performance
- Enhancing biodiversity, protecting and preserving habitats and archaeological sites
- Promoting awareness
- Project Environmental Plans
- Promoting use of Recycled Content in Construction
- Preferred suppliers / Engaging Partnerships
- Monitoring supplier performance in terms of quality, production, SHE, energy efficiency etc.
We will continue with the ongoing review of our Corporate Social Responsibility activity, taking into account stakeholder feedback to ensure we reflect the values, activities and achievements of our evolving business and the expectations of our stakeholders.
Being a responsible business is at the very heart of our strategy and is not a bolt-on to operations.
Employee health and welfare
We take all reasonable steps to provide a safe and healthy working environment for all our employees; and are committed to doing whatever is reasonably practical to prevent work-related illness.
The company operates a well embedded BS OHSAS18001:2007 accredited occupational health and safety management system; which requires us to assess the risks associated with a particular job or role, and reduce them through the appropriate control measures.
We have developed safe working practices, providing employees with appropriate information, instruction and training and provide Personal Protective Equipment and training in its use.
In addition: –
- We routinely monitor health and safety management activities through SHEQ Professional inspections and carry out pre-employment screening to help ensure that people are not placed in roles that will aggravate existing or past conditions.
- The company has access to reliable medical advice on occupational health, through our Occupational Health Provider, Hampton Knight Ltd.
- We conduct workstation assessments including DSE training and provide eye tests for those using computers
- Health surveillance is carried out to identify early health problems
- We take a zero tolerance approach to the misuse of drugs and alcohol, and provide ‘For Cause’ and random Drug and Alcohol tests where required.
- We ensure the provision of qualified First Aid Staff and facilities in accordance with the requirements of the Construction Design Management Regulations 2015.
In order to support employee health and wellbeing, we have introduced a number of initiatives including:
- Private health care
- Gym membership at corporately negotiated reduced rates through the health care provider AXA PPP.
- Occupational health and hygiene advice
- Information and advice on drugs and alcohol
- Sunscreen for site work
- On-site wellness screening
- Welfare facilities
- Mental Health Awareness and Wellbeing training for all employees
Should an employee be unfortunate enough to become ill, we manage the absence in accordance with a defined procedure and do what we can to help the individual return to work as soon as practical.
We have a clear sickness absence policy which is easily accessible by all staff. We employ an occupational health service to provide us with advice and support on fitness to work issues, and seek specialist medical advice where needed.
In addition, we encourage our staff to maintain their health, by providing them with information and advice.
Local spend and employment
Spending a project budget locally is an important way in which we support the local community, including spending on the procurement of goods, works and services. We can therefore play a key role in supporting local businesses and employment by spending as much as possible of a project’s budget locally.
We set targets relating to local spend, labour and employment, and we monitor the economic impact our work is having on local communities using the LM3 toolkit.
We support local charities and community projects in the areas we work; and participate in the Construction Ambassadors’ scheme, where our employees visit schools, colleges and career events.
They organise site visits and share positive experiences, promoting construction as a rewarding career.
We are a specialist contractor operating in the midst of a skills shortage time-bomb which if fully realised, will have a devastating effect on the UK Construction economy.
Skilled workers in our region are in short supply, with major civil engineering projects in large cities, Europe and the Middle East attracting much of our talent. Many of the industry’s skilled men are aging and quickly approaching retirement.
In order to attempt to mitigate these issues, we provide apprentice training to help attract young people to the industry and give them the experience and qualifications they need to progress to fulfilling careers.
Since 2015, we have provided 5 apprenticeship placements (almost 10% of our workforce) and, on average, we provide 2 apprenticeship placements each year to support the next generation of specialists.
In addition to this, we are able to offer CITB supported short duration work experience placements.
Our apprentices, who are paid far in excess of the national minimum wage for apprenticeships, and in accordance with our accreditation as a living wage employer, get on the job experience and training, spending 1 day per week with a training provider and will graduate with an industry recognised National Vocational Qualification or degree.
Anyone interested in becoming a Donegan apprentice, should email firstname.lastname@example.org or should you already have some industry experience and would like to work with us, please upload your CV on our careers page and we will be in touch.
Training and Development
It is our aim to continuously develop all employees in line with our business objectives. This is an integral part of our business planning and management process.
We do this by:
- Regularly reviewing training and development needs in light of changes to our business objectives and changes in the marketplace.
- Regularly reviewing the training and development needs of teams and individuals to enable them to contribute as effectively as possible to the business.
- Encouraging and supporting the learning process through discussion with individuals.
- Ensuring that each individual has relevant and up to date information on development opportunities.
- Encouraging people to take ownership and responsibility for their own development with the support of managers and directors.
- Allocating adequate resources within the business plan to meet the training and development needs of individuals and the company.
- Setting targets and standards for learning activities and evaluating the results at individual, team and company level.
- Regularly evaluating the contribution made by training and development to the achievement of business goals and targets.
- Ensuring that no employee is excluded from receiving training and development on the grounds of gender, age, race or any other criteria that could be deemed as discriminatory.
The Managing Director has overall responsibility for ensuring that all employees are developed in such a way that enables the business to grow and be successful, but every line manager has responsibility for managing and developing people effectively, including on-the-job training and releasing staff for training and development activities.
Each individual has responsibility for considering their personal contribution to the success of the business and the training and development they need in order to be effective.
All new members of staff, and those whose roles and responsibilities change, receive the necessary induction and training for them to do their jobs effectively; and every employee has a job description setting out their roles and responsibilities.
In accordance with the requirements of our Investors in People Accreditation, all employees have an annual performance review, at which performance against previously set business/work and training and development objectives are reviewed, objectives agreed for the following year and training and development needs identified.
In between formal performance reviews managers and their staff meet regularly to review, and if necessary update, objectives and progress training and development needs.
Learning and performance objectives are agreed for all training and development activities and are evaluated immediately after training and development activities have been completed.
Equality & Diversity
We are an Equal Opportunities Employer and are fully committed to a policy of treating all employees and job applicants equally, in line with the requirements of the Equality Act 2010.
We take all reasonable steps to employ, train and promote employees on the basis of their experience, abilities and qualifications without regard to race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability.
The company takes all reasonable steps to provide a work environment in which all employees are treated with respect and dignity and that is free of harassment based upon race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability.
We do not condone any form of harassment, whether engaged in by employees or by outside third parties who do business with the Company.
All our Employees have a duty to ensure that our policy is effective in ensuring equal opportunities and in preventing discrimination, harassment or bullying.
Bribery is the accepting of gifts, money, hospitality or other favours in return for providing something of value to the briber.
We are committed to the highest standards of corporate behaviour. This is reflected in our Company Values which include the value of “demonstrable professional and ethical integrity”.
A fraudulent or corrupt act can impact on confidence in the Company and damage both its reputation and image. This effect may often exceed the significance or value of the act itself.
Our Board of Directors have overall responsibility for ensuring compliance with legal and ethical obligations and we have a comprehensive policy and guidance manual available for download.
Modern slavery is an international crime and a violation of fundamental human rights. It is a global problem that transcends age, gender and ethnicities, which may take various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.
It permeates many aspects of the legitimate economy and the construction industry is one of the many industries in the UK targeted by traffickers and illegal/unlicensed gang masters.
The Modern Slavery Act 2015 was introduced in the UK in October 2015 with the aim of stamping out slavery and trafficking and created a number of new criminal offences. It also increased penalties and strengthened the powers of the police and border forces.
The Act also contains a number measures intended to encourage businesses to take steps to address modern slavery. In particular, commercial organisations supplying goods or services with a turnover above £36 million must now comply with disclosure requirements.
As an SME, we do not fall into this category however; our comprehensive policy provides information and guidance on how we manage modern slavery issues; and the role that all individuals involved with our business must play in ensuring compliance.
Our policy is available to download.
Ethical Labour Standards
The Company adopts sound labour practices and treats our employees fairly in accordance with local laws and regulations regarding labour and employment. We expect our suppliers to adhere to the same requirements, which include:
- Employment is freely chosen
We do not use forced, bonded or involuntary prison labour. Workers are not required to lodge `deposits’ or their identity papers with us and are free to leave once their shift ends or after giving their employer reasonable notice.
- Child Labour
We do not use child labour. “Child” is defined as a person who is younger than the local legal age for completing compulsory education. We verify the age of all our workers and maintain copies of their proof of age. We follow all applicable laws, regulations and the ILO standards regarding working hours and conditions for all employees.
- Involuntary Labour
Covered in our Modern Slavery Policy, we do not use involuntary labour. “Involuntary Labour” is defined as work or services which are extracted from any person under threat or penalty for its non-performance and for which the worker does not offer himself or herself voluntarily, and includes all manner of prison, bonded, indentured and forced labour. Workers are free to leave once their shift ends and free to leave their employment after reasonable notice.
- Immigration Law Compliance
We only employ workers with a legal right to work, including workers obtained through an employment agency. Workers’ legal right to work is validated by reviewing original documentation prior to commencement of work.
- Non Discrimination or Harassment
We employ workers solely on the basis of their ability to do the job and do not discriminate on the basis of age, gender, racial characteristics, maternity or material status, pregnancy, sexual orientation, disability, national, cultural, religious or personal beliefs in relation to hiring, wages, benefits, termination or retirement.
There is no inappropriate medical testing used in determining employment.
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation is prohibited.
- Freedom of Association & Collective Bargaining
The Company respects the rights of workers to associate, organise and bargain collectively in a legal and peaceful manner. We ensure that employee representatives are not discriminated against and have access to carry out their representative functions in the workplace.
A workplace SHEQ Committee is established and meetings are held regularly to consult with the workforce.
- Working Hours
All working hours comply with the Working Time Regulations and benchmark industry standards, whichever affords greater protection. Overtime work is voluntary, and overtime is not requested on a regular basis.
- Wages and Benefits
The Company provides competitive wages and benefits that exceed National Minimum Wage Regulations and are a Living Wage Accredited Employer. Overtime pay is calculated at the legally required rate, regardless of whether workers are compensated hourly or by piece rate.
- Regular employment is provided
The Company ensures work performed must be on the basis of a recognised employment relationship established through national law and practice and does not operate zero-hours contracts.
We are committed to taking a leadership role in subscribing to high standards of ethical conduct by working with all of our suppliers to positively influence our social, ethical and environmental performance.
With this in mind, the company is an approved signatory of the Department for Business Innovation and Skills/Chartered Institute of Credit Management’s Prompt Payment Code. This charter acknowledges that fair and transparent payment practices are essential to the achievement of successful integrated working on construction projects; and applies to all parties in construction contracts with the aim of helping to create a more collaborative culture and ensure a strong, resilient and sustainable supply chain.
By becoming a signatory to this Charter, we have agreed to apply the fair payment commitments in our dealings with our supply chain, to be monitored for the purposes of compliance by reporting against a set of agreed key performance indicators (KPIs), and to consider the performance of our supply chain against the agreed KPIs when awarding contracts.