Equality and Diversity Policy

White’s Scaffolding Ltd is committed to encouraging equality and diversity among our workforce, whether directly employed or subcontracted, and to eliminating unlawful discrimination.

Our aim is for the workforce to be fully representative of all sections of society and our customer base, and to ensure every employee feels respected and able to give their best.

In providing goods, services and facilities, White’s Scaffolding Ltd is also committed to preventing unlawful discrimination against customers and the public.

Purpose of This Policy

• Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
• Ensure no unlawful discrimination takes place based on the Equality Act 2010 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic or national origin), religion or belief, sex (gender) and sexual orientation.
• Oppose and prevent all forms of unlawful discrimination, including in pay and benefits, terms and conditions, grievance and disciplinary procedures, dismissal, redundancy, parental leave, flexible working requests, recruitment, promotion, training and development opportunities.

Our Commitments

• Encourage equality and diversity in the workplace as both good practice and sound business sense.
• Create a working environment free from bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all and valuing individual differences and contributions.
• Provide training for managers and employees on their rights and responsibilities under this equality policy. Employees must help the organisation maintain equal opportunities and prevent bullying, harassment, victimisation and unlawful discrimination.
• Ensure all staff understand that they — as well as the employer — may be held liable for bullying, harassment, victimisation or unlawful discrimination carried out in the course of employment, against colleagues, customers, suppliers or the public.
• Take all complaints of bullying, harassment, victimisation and unlawful discrimination seriously, whether raised by employees, customers, suppliers, visitors or members of the public. Such acts will be treated as misconduct under grievance and/or disciplinary procedures. Serious cases may constitute gross misconduct and lead to dismissal without notice.
• Recognise that sexual harassment may constitute an employment matter and a criminal offence, such as sexual assault. Harassment under the Protection from Harassment Act 1997 — even when unrelated to protected characteristics — is also a criminal offence.

Training, Development and Fair Practice

• Ensure equal access to training, development and progression opportunities for all staff, enabling individuals to reach their full potential and contributing to the organisation’s overall efficiency.
• Make decisions concerning staff based on merit, except in limited exemptions allowed under the Equality Act.
• Review employment practices and procedures as needed to ensure fairness, updating them and this policy to reflect changes in legislation.
• Monitor workforce composition, including age, gender, ethnic background, sexual orientation, religion/belief and disability, to support equality and diversity aims and commitments.
• Assess how effectively this policy and any supporting action plans operate in practice. Review annually and take action where improvements are required.

The equality policy is fully supported by the Director of White’s Scaffolding Ltd. All staff and subcontractors employed by the Company are expected to uphold and support this policy.

Name: Lewis White
Position: Director
Date: 10th April 2025