Policy contents
1Policy Commitment
Albrighton Group Services Ltd is committed to providing equal opportunities and to maintaining a working environment in which people are treated fairly, respectfully and with dignity.
Employment, recruitment, training, promotion, reward, allocation of work and other business decisions will be based on relevant skills, qualifications, experience, conduct, performance and the legitimate requirements of the role.
The company will not tolerate unlawful discrimination, harassment, victimisation or other conduct that undermines equality of opportunity.
2Scope
This policy applies to:
- employees, workers and agency personnel;
- job applicants and candidates;
- temporary, fixed-term and permanent staff;
- consultants, contractors, trainees and volunteers;
- directors, managers and supervisors;
- clients, suppliers and other persons interacting with the company; and
- all stages of the employment relationship, from recruitment through to termination.
3Protected Characteristics
The Equality Act 2010 protects individuals from discrimination because of the following protected characteristics:
The company also seeks to promote fair treatment regardless of working pattern, caring responsibilities, socio-economic background or other personal circumstances where these do not affect a person's ability to perform the role.
4Forms of Unlawful Conduct
4.1Direct Discrimination
Direct discrimination occurs where a person is treated less favourably because of a protected characteristic.
4.2Indirect Discrimination
Indirect discrimination may occur where a provision, criterion or practice is applied to everyone but places people sharing a protected characteristic at a particular disadvantage and cannot be objectively justified.
4.3Discrimination Arising from Disability
This may occur where a disabled person is treated unfavourably because of something arising from their disability and the treatment cannot be justified.
4.4Failure to Make Reasonable Adjustments
Employers have a duty to consider reasonable adjustments where a disabled person would otherwise be placed at a substantial disadvantage.
4.5Harassment
Harassment is unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
4.6Victimisation
Victimisation occurs where a person is subjected to a detriment because they have raised, supported or participated in a complaint or other protected act under equality legislation.
5Recruitment and Selection
Recruitment and selection will be conducted fairly, consistently and on merit.
The company will:
- use objective and role-related selection criteria;
- avoid unnecessary requirements that could create unjustified disadvantage;
- use clear job descriptions and person specifications;
- provide reasonable adjustments during recruitment where required;
- avoid discriminatory language in advertisements and communications;
- assess candidates against the legitimate requirements of the vacancy; and
- retain appropriate records supporting recruitment decisions.
Age limits, physical requirements or other restrictive criteria must not be used unless they are lawful, objectively justified and genuinely necessary for the role.
6Employment, Training and Career Development
Employees will be given fair access to training, development, promotion and other opportunities based on business need, performance, capability and relevant experience.
Decisions concerning pay, benefits, shift allocation, performance management, promotion, transfer, disciplinary action and termination must not be influenced unlawfully by a protected characteristic.
Flexible working requests and other workplace arrangements will be considered fairly in accordance with applicable law and company procedures.
7Disability and Reasonable Adjustments
Albrighton Group Services Ltd is committed to supporting disabled applicants, employees and workers.
Reasonable adjustments may include:
- changes to recruitment or interview arrangements;
- adjustments to working hours or duties;
- specialist equipment or software;
- changes to premises or workstations;
- additional supervision, support or training;
- alternative communication formats; or
- other practical measures that remove or reduce disadvantage.
Each request will be considered individually, taking account of effectiveness, practicability, cost, operational requirements and available support.
8Harassment, Bullying and Victimisation
Harassment, bullying, intimidation and victimisation are prohibited.
This applies to conduct:
- in the workplace or at client sites;
- during work-related events, travel or training;
- through email, messaging, social media or other digital channels; and
- by employees, managers, clients, contractors, suppliers or members of the public.
Managers must take concerns seriously and act promptly where inappropriate conduct is reported or observed.
9Client and Third-Party Instructions
The company will not accept or act upon an instruction from a client or other third party that unlawfully excludes or disadvantages candidates or workers because of a protected characteristic.
Where a genuine occupational requirement or other statutory exception may apply, the matter must be reviewed by senior management before any decision is made. Written evidence and legal justification may be required.
10Responsibilities
10.1Directors and Senior Management
Directors and senior managers are responsible for demonstrating leadership, ensuring appropriate procedures are in place and addressing material equality risks.
10.2Managers and Supervisors
Managers must apply this policy consistently, make objective decisions, respond to concerns promptly and seek advice where uncertainty exists.
10.3Employees and Workers
All employees and workers must treat others respectfully, comply with this policy, participate in relevant training and report discrimination, harassment or victimisation.
11Complaints and Reporting
Anyone who believes they have experienced or witnessed discrimination, harassment, bullying or victimisation should raise the matter as soon as reasonably practicable.
Concerns may be raised with a line manager, senior manager, Director or through the company's grievance or whistleblowing arrangements.
Complaints will be handled sensitively, impartially and as confidentially as reasonably possible. No person should suffer retaliation for raising a genuine concern in good faith.
Serious or deliberate breaches may result in disciplinary action, including dismissal for gross misconduct where appropriate.
12Monitoring and Review
The company may monitor recruitment, workforce composition, training, promotion, complaints and other relevant information to assess the effectiveness of this policy and identify potential inequality or disadvantage.
Monitoring information will be handled lawfully and proportionately.
This policy will be reviewed periodically and updated where required to reflect legal, operational or organisational developments.
13Official Legal and Government Guidance
Relevant official sources: The Equality Act 2010 is the principal UK legislation governing discrimination and equality. GOV.UK provides an accessible Equality Act 2010 overview.
The Equality and Human Rights Commission's Employment Statutory Code of Practice gives detailed guidance on how the Act applies to employment. GOV.UK also provides guidance on reasonable adjustments for disabled workers.