Equal Opportunities Policy

The Company supports the principle of equal opportunities in all its employment practices, policies and procedures. Failure to apply the policies, evidence of discrimination, harassment, bullying or victimisation will result in disciplinary action which may include dismissal.

This policy covers all employees and all job applicants. Agency staff and sub contractors not employed by the Company may expect to be treated with the same respect accorded to employees while not being covered by those provisions only available to our employees. This policy is non-contractual and may be amended or withdrawn at any time. Each employee is responsible for fulfilling their own obligations under this policy.

Policy Statement

The Company recognises and accepts its legal obligations under the Equality Act 2010. Under this Act, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation are protected characteristics. Employees, other workers and applicants for employment who have one or more of these characteristics are protected from all forms of unlawful discrimination in the workplace, including direct and indirect discrimination; discrimination by association; discrimination by perception; discrimination arising from a disability; harassment; and victimisation.

  • The Company will use its best endeavours to provide a working environment free from unlawful discrimination.
  • The Company will periodically review its recruitment and selection criteria and procedures to maintain a system where individuals are selected on the basis of their skills and abilities.
  • The Company will review employment practices, policies and procedures, including opportunities for training and promotion, pay and benefits, discipline and retirement to ensure that all forms of unlawful discrimination are avoided in the workplace.
  • All employees will be treated with dignity and respect. The Company recognise that harassment, bullying and victimisation are forms of unlawful discrimination. A separate policy statement on dignity at work deals with these issues.
  • The Company will make reasonable adjustments to recruitment and selection arrangements to ensure that no applicant or employee is disadvantaged because of a disability. Whenever reasonably practicable, The Company will make adjustments to retain disabled workers in the workforce. This may include making reasonable adjustments to working practices or arrangements, making changes to the physical environment or providing auxiliary aids.
  • The Company will provide training in equal opportunities and undertake to distribute and publicise this policy statement to all employees and elsewhere as appropriate.
  • The Company will monitor and review the operation of this policy and will implement any changes required by law or to improve effectiveness.
  • The Company will not tolerate acts which breach this policy and all instances of such behaviour or alleged behaviour will be taken seriously, fully investigated and may be subject to disciplinary action, up to and including dismissal from the company.
  • Any employee who believes that they have been subject to treatment that breaches this policy may raise the matter through the company grievance procedure.
Policy Statement on Dignity at Work

The Company believes that the dignity of every person must be respected. Harassment and victimisation are forms of unlawful discrimination, which are unacceptable. Any allegations of such behaviour will be taken seriously, thoroughly investigated and if proven will be regarded as gross misconduct. The highest standards of conduct are required of everyone in the business, regardless of position or seniority.


Harassment is unwanted conduct that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Unwanted conduct of this nature can constitute harassment of an individual even if directed at another person. Harassment may be unwanted conduct relating to a protected characteristic. However, a person does not need to possess a protected characteristic to be a victim of harassment. Individuals can be subject to harassment because of their association with someone who has a protected characteristic. It is also possible for someone to be subject to harassment because colleagues wrongly believe they have a protected characteristic.

  • Unwanted conduct can include any kind of action or inaction, behaviour, exclusion, written or spoken words, jokes imagery or physical contact that the victim finds objectionable or offensive. The test of harassment is in part subjective.
  • Sexual harassment is unwanted conduct of a sexual nature. This can include any unsolicited or unwelcome conduct of a sexual nature, such as making sexual advances; touching; staring, making inappropriate comments; telling sexual jokes; displaying or sending pornographic photographs or other materials of a sexual nature.
  • Harassment can also be less favourable treatment of someone because they have rejected or submitted to unwanted conduct of a sexual nature or conduct related to sex or gender reassignment.
  • Condoning any form of harassment may be harassment in itself.

Victimisation occurs when someone is subjected to detrimental treatment because they have or are thought to have brought proceedings under the Equality Act, given evidence or information in support of proceedings or made allegations about any breach of the act.

    • The Company accepts its responsibility for protecting employees from harassment by third parties, such as clients, customers and visitors. Employees are required to report any incidents of third party harassment immediately to their manager.
    • An allegation of harassment must not be made lightly. If it is found that an individual has made an allegation of harassment without foundation and maliciously or has given false information or evidence in relation to an allegation, this will be regarded as gross misconduct for disciplinary purposes.
    • Harassment and victimisation will be regarded as gross misconduct for disciplinary purposes. Any allegation will be taken seriously, thoroughly investigated and where a case is proven the employee may be subject to disciplinary action up to and including summary dismissal for gross

All complaints of harassment or victimisation should be made to your manager through the company grievance procedure unless the allegation is regarding this person. In this instance you should complain to this person’s line manager.