Equal Opportunities Policy

What This Policy Covers

This policy applies to all employees, workers and contractors.

The Company recognises the significant benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination. We aim to promote the principles of equality, fairness and diversity in all dealings with employees, job applicants, workers, clients, customers, suppliers, contractors, recruitment agencies and members of the public.

All individuals acting on behalf of the Company are required to adhere to this policy when carrying out their duties or when representing the Company in any capacity.

Your Entitlements and Responsibilities

Unlawful Discrimination

The Company does not tolerate unlawful discrimination of any kind in the working environment and will take all necessary action to prevent its occurrence.

The Company is committed to ensuring that no employee, worker or job applicant is treated less favourably, either directly or indirectly, on the grounds of:

• Gender
• Gender reassignment
• Race (including colour, nationality, caste and ethnic origin)
• Disability
• Sexual orientation
• Marital status
• Part-time status
• Pregnancy or maternity
• Age
• Religion or belief
• Political belief or affiliation
• Trade union membership

This commitment applies to all aspects of employment, including:

• Recruitment and selection (advertising, job descriptions, interview procedures)
• Training and professional development
• Promotion and career-development opportunities
• Terms and conditions of employment, including access to benefits and facilities
• Grievance procedures and disciplinary processes
• Selection for redundancy

Equal opportunities practice evolves as legislation and social attitudes change. The Company will review policies regularly and make changes where these may improve equality of opportunity.

Career Development

Recruitment and promotion are based solely on merit. Every employee and worker will have equal access to training and development opportunities appropriate to their experience, role and abilities.

The Company may take lawful positive action measures to encourage applications from under-represented groups and offer specialist training, support and development initiatives where appropriate.

April 2025 – White’s Scaffolding Ltd

Procedure

Complaints of Discrimination

The Company takes all complaints of discrimination seriously, whether they are raised by employees, clients, customers, suppliers, contractors or other third parties.

If you believe you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or another senior manager, using the Company’s Grievance Procedure as detailed in the Employee Handbook.

All allegations will be treated confidentially and investigated thoroughly. The Company is committed to ensuring that anyone who raises a complaint is protected from victimisation, harassment or any form of less favourable treatment. Any such behaviour will be dealt with under the Company’s Disciplinary Procedures.

Investigating Accusations of Unlawful Discrimination

If you are accused of unlawful discrimination, the Company will carry out a full and fair investigation. You will be given the opportunity to respond to the allegations and explain your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation finds that your actions amount to unlawful discrimination, disciplinary action will be taken, up to and including dismissal without notice for gross misconduct.

Equal Opportunities Monitoring

The Company may undertake monitoring to assess the effectiveness of this Equal Opportunities and Diversity Policy. This may include reviewing recruitment data, internal promotion figures, training access, and other relevant information to ensure the policy is working as intended.

Name: Lewis White
Position: Director