Equal Opportunities Policy

1. Introduction

This is a policy statement setting out the company’s position on equality in the workplace. This document is not contractual but describes the way the company is committed to equality and equal opportunities, and how it will implement that commitment.

The company is committed to the principles of equality in employment and to fostering a workplace where all employees can prosper and advance based solely on the suitability and quality of their work. This policy is based on the principle that all employees should be treated with dignity and respect. There should be no unfair discrimination against employees, workers, or associates of the company based on gender, race, ethnicity, nationality, health, age, sexual orientation, marital status, religious belief, or philosophical belief.

The company seeks to ensure that this policy is implemented in all aspects of the business and its activities. The policy is supported by senior management, and all employees are encouraged to read it and abide by it. The company will take all reasonable steps to ensure that decisions regarding recruitment, training, promotion, opportunities, provision of benefits, and selection are made solely on objective, job-related criteria.

The company will take all reasonable steps to ensure that stakeholders and contractors comply with this policy. All employees, workers, and associates of the company are asked to read this policy and are expected to comply with its provisions at all times.

2. Legislation

Several pieces of legislation make provisions for equal opportunities, and the company will always comply with the relevant laws. However, the company is committed to exceeding the minimum expected standards for equal opportunities whenever possible.

The company will review and update this policy in line with any changes to the relevant legislation.

3. Discrimination

The company is opposed to all unfair and unjustified discrimination. Discrimination, as defined by the Equalities Act 2010, can take the form of direct or indirect discrimination, harassment, and victimization.

It is unlawful to discriminate against a person based on the following "protected characteristics":

• Gender

• Race, ethnicity, and nationality

• Disability

• Age

• Sexual orientation

• Marital status

• Religious or philosophical belief

• Gender reassignment

• Pregnancy and maternity

4. Responsibilities

Directors / Partners
The directors/partners of the company have collective responsibility for the content, implementation, and review of this policy. They are also responsible for leading by example in matters of equality and diversity and encouraging good practices across the organization.

HR Leader
The director or manager responsible for HR matters is required to ensure this policy is distributed to all employees and operatives. They shall also ensure that managers have received equal opportunities training and that the policy’s provisions are implemented daily.

Contract Managers, Site Managers, and Supervisors
All employees with line management responsibilities must ensure that the employees and operatives under their control comply with this policy. They shall ensure that any breaches of the policy are investigated, recorded, and, where necessary, disciplinary action is taken. Where in doubt, the matter should be referred to the HR leader or a director.

Employees and Operatives
All employees, agency workers, and contract laborers are required to comply with this policy. If an employee is subject to or witnesses a breach of this policy, they should report the matter without delay to their line manager, or if inappropriate, to the HR leader or a director.

5. Implementation of Our Commitment to Equal Opportunities

This policy applies to the following areas:

• I. Recruitment and Selection

• II. Training and Development

• III. Appraisal, Promotion, and Transfers

• IV. Terms of Employment, Benefits, and Facilities

• V. Grievance and Disciplinary Procedures

• VI. Dismissals, Restructuring, and Redundancies

I. Recruitment and Selection
All vacancies will be advertised internally and made accessible to all employees, including those on maternity, paternity, or adoption leave. In cases of restructuring or redundancy, available vacancies may be ring-fenced for employees whose positions are at risk.

Recruitment decisions will be based on fair and objective criteria. The company will not make assumptions about the suitability of individuals for specific roles based on stereotypes. Any decision will be based on an individual’s ability to perform the role.

Selection tests will be job-specific and designed to assess an individual’s suitability for that role. The company will take reasonable steps to remove barriers in the recruitment process that may disadvantage applicants with protected characteristics.

If an applicant has a disability and feels disadvantaged by the recruitment process, they should inform the company as soon as possible to allow reasonable adjustments to be made. Those making recruitment decisions should understand and follow this policy and, where possible, have received relevant equal opportunities training.

II. Training and Development
The company’s commitment to equal opportunities will be reflected in equal access to training and career development opportunities. Training and development availability will depend on business needs, employee ability, and suitable training courses.

All internal training programs will comply with this policy and will not discriminate against employees with protected characteristics.

III. Appraisal, Promotion, and Transfers
Appraisal processes and criteria will ensure compliance with this policy. Appraisals will be based on merit, performance, and ability. Opportunities for promotion or transfer will be offered based solely on suitability for the new role.

The company will eliminate or reduce the impact of any provision or practice related to appraisal, promotion, or transfer that indirectly disadvantages employees with protected characteristics.

IV. Terms of Employment, Benefits, and Facilities
The company ensures that terms of employment, benefits, and access to facilities are non-discriminatory. Part-time and fixed-term employees will receive the same terms (pro-rata where appropriate) as full-time and permanent employees.

The company will make reasonable adjustments for employees with disabilities and will consider flexible working requests. Pay and bonus criteria will be developed to ensure no disadvantage to employees with protected characteristics.

V. Grievance and Disciplinary Procedures
Employees will not be disciplined or treated less favorably for raising a grievance related to this policy. Employees assisting others in such grievances will also not face disciplinary actions. Employees are also directed to the company’s Whistle Blowing Policy for reporting concerns of unlawful discrimination.

VI. Restructuring and Redundancies
The company’s redundancy and restructuring processes will not be unlawfully discriminatory. Criteria for these processes will be reviewed to ensure fairness, and reasonable steps will be taken to avoid discriminatory outcomes.

6. Disability Policy

The company will, wherever possible, make adjustments to accommodate employee health issues, whether or not the individual has a disability. The company is committed to offering the same opportunities for recruitment, training, development, and promotion to employees with disabilities.

The company will provide reasonable adjustments, including auxiliary aids, to reduce any disadvantages for employees with disabilities. The company will also consider the impact of disability on employee performance, conduct, and attendance and consult with the employee about any concerns.

7. Family-Friendly Policy

The company is committed to providing terms of employment that accommodate family commitments. Employees with children or caregiving responsibilities are encouraged to use the company’s flexible working policy. Policies covering leave and pay for maternity, paternity, and adoption are also available to employees.

8. Sub-Contractor Organizations

The company requires that all subcontractor organizations employing staff have an equal opportunities policy in place and agree to comply with the company’s commitment to equality and diversity.